HR Officer (Talent Management)

See Job Description attached

The HR Officer (Talent Management) carries end-to-end accountability for two integrated workstreams: talent management and performance management operations. This is not a coordination role — it is an ownership role. The successful candidate will be expected to drive, not support.

The role owns:

•    Group-wide PM cycle execution — from design and launch through to completion tracking, score reporting, and         outcome analysis
•    Manager capability building in KPI design, performance conversations, and development planning
•    Succession planning for critical and leadership roles — bench strength, readiness tracking, and gap escalation
•    Talent reviews and Hi-Po pipeline management
•    The direct link between performance outcomes and development actions, PIPs, and succession readiness
•    Proactive risk identification — surfacing talent and performance risks before they reach crisis point

ACCOUNTABILITIES

Key Deliverables

Performance Management System

•    Own and execute the full PM cycle across all business units — goal-setting, mid-year review, year-end review.
•    Train managers on KPI construction, goal alignment, and performance conversations.
•    Monitor and enforce compliance — follow up directly with non-compliant managers; escalate to Head of TTLD where unresolved.
•    Produce score reports, completion dashboards, and cycle analytics for management and executive review.

 Succession & Talent Pipeline

•    Maintain succession plans for all critical roles, with regular readiness assessments.
•    Lead talent review facilitation and Hi-Po identification processes.
•    Monitor bench strength quarter-over-quarter and proactively flag pipeline risks.

 Performance–Development Integration

•    Ensure every significant performance outcome has a linked development or succession action.
•    Partner with the L&D team to translate performance and capability gaps into targeted learning interventions.
•    Monitor PDP and PIP progress and effectiveness.

 Insight & Governance

•    Maintain accurate talent and PM data; produce executive-ready dashboards and risk reports.
•    Operate within the TTLD intelligence ecosystem — data quality and decision-readiness are non-negotiable.
•    Support audit and assurance activities with complete, retrievable documentation.

 Requirements

• Bachelor's degree in HRM, Business, Psychology, or related field
• Minimum 3 years in Talent Management with operational PM ownership
• Demonstrated experience owning PM cycles end-to-end (not just supporting them)
• Experience facilitating talent reviews and succession planning processes
• Track record of engaging and holding managers accountable to HR deadlines
• Experience training managers on KPI design and performance conversations
• Working knowledge of HRIS, talent management systems, and reporting tools
• Experience in a manufacturing, distribution, or multi-site Group environment
• Exposure to Corporate University or structured L&D environments