Regional Talent Management Manager

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The role is the subject matter expert in talent management solutions that enables APAC business functions and partners strategies. This role is responsible for designing and delivering effective solutions for identifying talents, providing tools to support talent management programs, include but not limited to Culture Initiatives, Change Management, Talent Acquisition, Performance Management, Talent Review, Employee Engagement and Learning & Development, etc.

Key Responsibilities

The role is the subject matter expert in talent management solutions that enables APAC business functions and partners strategies. This role is responsible for designing and delivering effective solutions for identifying talents, providing tools to support talent management programs, include but not limited to Culture Initiatives, Change Management, Talent Acquisition, Performance Management, Talent Review, Employee Engagement and Learning & Development, etc.

Talent Acquisition

• Define Regional Recruiting strategy
• Develop and implement employer branding by defining guidelines and projects
• Implement standards with regards to determining staffing needs, recruiting/ sourcing potential candidates,
• For Senior country vacancies or regional vacancies, develop position description, develop recruiting plan, post position and implement recruiting plan, screening of resumes and selection of candidates, managing applicant information, performing in-person and phone interviews with candidates, administering appropriate company assessments, performing reference and background checks, making recommendations to hiring managers, coordinating interviews with the hiring managers, following up on the interview process status, maintaining relationships with both internal and external clients to ensure staffing goals are achieved
  
  

Performance Management

• Cultivate high performance culture; ensuring performance management processes are effectively implemented.
• Facilitate application of corporate tools and processes on performance management with people managers and within the HR community.
• Drive the Effective Feedback in company, design and conduct related training to employees and Managers
  
  

Talent Management

• Translate Organization and People plan into talent pipelines and talent forecast outcomes.
• Provide consultation with business functions’ managers to understand challenges on talent and people development and provide solutions, including talent assessment and development, performance management, people’s personal career development and succession planning, etc.
• Facilitate application of corporate tools and processes on talent review, talent development and succession planning with people managers and within the HR community.
• Gathering external competitive intelligence information in regard to talent management and people development.
  
  

Learning & Development

• Identify training and development requirements by conducting needs analysis on organization results, job requirements, operational problems, company plans and forecasts, and current training programs
• Develop training programs, facilitate implementation of appropriate change management initiatives, and review current development programs to ensure adherence to company goals
• Develop/ implement various learning methods (e.g. coaching, job-shadowing, online training etc.)
• Design and deliver e-learning courses, workshops and other trainings
• Implement global Learning & Development strategy with local adjustments
• Develop methods and tools to measure development and training initiative impact and effectiveness across the organization
• Maintain market and industry L&D information, including new thinking and new approaches, and regularly communicate to HR Team for team competence development
  
  

Culture Initiatives

• Employer Branding Campaign
• Integration into the Recruiting process
• Onboarding Package for new Employees
• Implementation into the workshop & training program
• Compliance Check in the countries
  
  

Key Requirements

• 8 years of experience in related field
• Minimum of 4 years of relevant experience in international /global environment
• Sound knowhow in recruitment and staffing. Drive the search strategy to find the right people to the right job at the right cost and right timing.
• Have strong competence of communication and influence
• Be mature in designing, developing and facilitating training program
• Demonstrated ability to maintain confidentiality of sensitive employee information
• Peruse self-excellence and continuous self-learning
• Proactive, self-motivated, customer oriented, results driven, well-planning and organizing, creative problem-solver, out-of-the box thinker
• Excellent team player and able to work effectively in a diverse work group
  
  

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