Talent and Leadership Development Manager

Talent Management & Succession Planning

• Develop and implement the companys enterprise talent management framework.
• Lead annual talent reviews and succession planning across all business functions.
• Identify high-potential employees and create accelerated development pathways.
• Develop Individual Development Plans (IDPs) for critical talent and successors.
• Build internal talent pipelines for leadership and critical operational roles.
• Monitor talent health through succession dashboards talent analytics and bench strength reporting.
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Leadership Development

• Design and deliver leadership development programmes for Team Leads Supervisors Managers and Senior Leaders.
• Build leadership capability in coaching delegation feedback performance management emotional intelligence and strategic thinking.
• Coordinate leadership assessments 360-degree feedback and executive coaching initiatives.
• Partner with HR Business Partners to address leadership capability gaps.
• Measure improvements in managerial effectiveness and leadership behaviours.
• Embed GAMEON leadership expectations into all leadership programmes.

Performance & Organizational Development

• Partner with HRBPs and business leaders to identify capability gaps impacting performance.
• Support performance management through competency assessments and development planning.
• Drive organization-wide initiatives to improve employee productivity and engagement.
• Support change management and organizational transformation initiatives.
• Facilitate team effectiveness workshops and leadership interventions.

Learning Analytics & Continuous Improvement

• Develop dashboards measuring learning impact talent health succession readiness and leadership effectiveness.
• Monitor key talent metrics and provide insights to Executive Management.
• Evaluate ROI on leadership and learning investments.
• Benchmark the companys talent practices against leading retail and FMCG organizations.
• Continuously improve learning methodologies and talent processes.

Learning & Organizational Capability

• Develop the annual enterprise learning strategy aligned to business priorities.
• Conduct organization-wide Training Needs Analysis (TNA) and capability assessments.
• Design blended learning solutions (classroom digital coaching on-the-job learning).
• Evaluate learning effectiveness using Kirkpatrick and ROI methodologies.
• Develop competency-based learning pathways for all employee groups.
• Ensure learning interventions result in measurable improvements in operational performance.

FoodCo Academy & Career Development

• Lead the development and continuous improvement of FoodCo Academy.
• Build structured onboarding technical functional and leadership curricula.
• Develop career pathways and learning journeys across all functions.
• Strengthen the Leadership Development Programme (LDP) Graduate Programme and Management Trainee initiatives.
• Build partnerships with universities professional institutions and learning providers.
• Expand digital learning and self-directed learning opportunities.

Qualifications :

• Bachelors degree in Human Resources Psychology Business Administration Education Organizational Development or related discipline.
• Masters degree (MBA MSc HR Organizational Psychology Learning & Development or Organizational Development) is an advantage.
• Professional certifications such as CIPM SHRM-CP/SCP CIPD ATD or equivalent are highly desirable.
• Minimum 810 years of progressive experience in Talent Management Leadership Development Organizational Development or Learning & Development.
• At least 45 years leading enterprise-wide talent or learning initiatives in a retail FMCG manufacturing or multi-site organization.
• Demonstrated experience designing leadership programmes competency frameworks succession planning and learning academies.
• Proven ability to influence senior leaders and manage enterprise-wide capability-building initiatives.

Remote Work :

No

Employment Type :

Full-time