Talent Management Lead APA region

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> We believe thatleaving a markis a true challenge and opportunity for every one of us.

> We believe thatleaving a markis a sign of trust and impact.

> We believe thatleaving a markis a bond with the future.

> We believe thatleaving a markis proof of growth and development.

Being part of the BV family is more than just working its being convinced that you willleave your mark... in shaping a world of Trust.

Purpose of the role:

As a Talent and Development Lead your role involves identifying and nurturing the skills and potential of employees within APAC region. You will design implement and deliver talent development programs. You will collaborate across the operating group to support talent identification succession planning and development initiatives fostering a culture of continuous learning to support career growth. Effective communication leadership and focused delivery skills are crucial for success in this role. You will function as Lead for Talent Management and act as the bridge between the Global Talent Management priorities to ensure alignment in your Product Line/Region.

We welcome candidates who are keen to work in Singapore Mumbai or Kuala Lumpur to join the APA region.

Principal Accountabilities and role priorities:

1. Reporting to the VP HR APA with a dotted line into the VP Global Talent you will develop drive & implement the Talent Management Strategy aligned to the Evolved People Strategy.
2. Lead on the development launch & implementation of the talent management initiatives working in collaboration with the Global COE & regional teams to understand business needs & objectives to equip employees with skills for the future.
3. Talent Management Strategy: Develop and execute a comprehensive talent strategy for the Product Line/Region with clear goals skills and learning outcomes defined. Be able to translate that strategy in action to deliver a plan that drives improves leadership management and succession strength.
4. Leadership Training and Development Programs: Design implement deliver and measure success of training programs to address skill gaps and targeted growth topics for different talent segments. Build a pipeline of effective managers and leaders within the organization.
5. Talent Review and Leadership Succession Planning: Coordinate the end-to-end Talent Review activities across the region/product line ensuring all local reviews feed up into the group review and presentation to the ExCom. Ensure that there is a comprehensive clear and consistent process focusing on targeted areas such as gender balance deeper succession strength and internal mobility. Maintain relationships and individual development follow up with High Potential individuals.
6. Expert Talent: Ensure we have greater visibility of our Technical Expert talent. Design programs or implement group initiatives to engage this community and support connection development and career progression.
7. Performance Management lead the global process for the Product Line/Region to ensure fair consistent and effective performance management to drive a performance culture.
8. Global Learning Program sponsorship Function as lead for the operating group in group initiatives relating to Talent and Learning not limited to Learning Management System leadership and manager training topics and licence management for digital training tools.
9. Data and Analysis: Utilize data and analytics to assess the effectiveness of talent development programs making data-driven recommendations for improvement.
10. Collaboration: Align talent development strategies with operating group and global objectives. Participate in the L&D network meetings and collaborate in projects.
11. Communication: Effectively communicate talent management philosophy and approach to managers and employees at all levels fostering transparency and understanding of value for employees.
12. Knowledge and Compliance: stay informed about relevant industry best practices new initiatives related to talent management and development and act as member of global Talent network.

Skills and Experience:

• Anticipate the Future:challenge the status quo and seek opportunities for evolution and change in current processes
• Lead with Influence through collaboration and Deliver With Purposeto ensure talent processes are clear simple and effective
• Strategic Thinking: able to align talent initiatives with overall business strategy and objectives.
• Growth mindset: guides and inspires teams to engage in new initiatives creates energy around programs to create a culture of continuous learning.
• Communication: Excellent verbal and written communication skills high level of English proficiency
• Collaboration: Able to collaborate with the HR leadership team local business leaders employees BV group and external providers.
• Training Design and Delivery Experience: Passion for / or experience of designing and measuring training and learning experiences. Able to deliver learning experiences to groups as required.
• Knowledge of key tools and processes and able to manage these in the Region or Product Line and provide coaching on outputs i.e. self-awareness assessments and methodologies.
• Budget awareness and management: ability to plan a budget and control spend in-year to approved budget values. Ability to negotiate with external suppliers and conclude commercial arrangements to support learning provided.
• Initiative-taking flexible and pragmatic approach
• Experienced in operating within matrix environment & part of a COE.
• Critical Skills and Growth Needs Identification - Ability to partner with relevant stakeholders (in HR outside L&D outside HR and employees) to identify skills and growth needs of employees.

What makes you successful:

• Ability to build effective relationships with all levels of management.
• Influencing skills with the ability to constructively challenge
• Strong organisational time and project management skills
• Ability to manage multiple priorities and meet critical deadlines.
• Ability to identify opportunities for improvement develop strategies and implement solutions.
• Ability to work autonomously and make own decisions but ensure all key stakeholders receive regular progress updates for a successful delivery against objectives.
• Matrix organisation navigation
• English fluency is essential other languages are advantageous

KPIs:

• Gender Balance Succession pipeline diversity strength and effectiveness
• People KPIs incl BVOCAL engagement scores
• Internal Mobility rate
• Retention and attrition data
• Succession health and depth
• % adoption of Performance Objectives Development objectives and career information visibility in Success Factors HRIS

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