Strategic Talent Development Lead

Strategic Talent Development Lead

This role is responsible for providing strategic guidance and support to the top executive leadership team on all people-related matters. This includes ensuring that HR strategies are fully integrated with business objectives, participating actively in business planning, and providing data-driven insights on workforce implications for growth, transformation, and market changes.

Key Responsibilities:

• Serve as a trusted advisor to the top executive leadership team on all people-related matters.
• Participate actively in business planning and provide data-driven insights on workforce implications.
• Align actionable HR initiatives and business KPIs to drive organisational outcomes such as revenue, innovation, and customer satisfaction.

Organisational Development & Capability Building:

• Lead organisation-wide diagnostics to assess structure, processes, culture, and capabilities.
• Design and drive interventions to enhance organisational effectiveness, leadership capability, and high-performance teams.
• Oversee the implementation of talent development, succession planning, and continuous learning programs.

Change Management Leadership:

• Act as executive sponsor for transformation, digitalisation, and change initiatives across the company.
• Develop and execute structured change management plans including stakeholder engagement, communication, and training.
• Build change leadership capabilities throughout the management team to foster adaptability and resilience.
• Lead change management efforts by ensuring stakeholder buy-in, addressing concerns, and championing a shared vision for organisational transformation.

Talent Management & Workforce Planning:

• Oversee workforce planning to ensure the right people with the right skills are in the right roles, now and in the future.
• Direct robust talent acquisition, onboarding, and internal mobility programs to support business growth and succession.
• Champion diversity, equity, and inclusion (DEI) initiatives as core to talent and organisational success.

Employee Experience, Culture & Engagement:

• Foster an engaging, inclusive, and high-integrity workplace culture that supports innovation and continuous improvement.
• Lead strategies to enhance employee engagement, satisfaction, and well-being through effective communication, recognition, and wellness programs.
• Oversee resolution of complex employee relations issues, promoting fairness and organisational values.

Total Rewards:

• Design, benchmark, and manage competitive compensation, benefits, and total rewards frameworks to attract and retain top talent.
• Lead regular market analysis and internal equity reviews to ensure pay and benefits remain competitive and fair.
• Oversee the development and implementation of innovative rewards programs, including incentive plans, recognition initiatives, and non-monetary benefits.
• Ensure total rewards offerings are aligned with organisational strategy, compliant with legal requirements, and supportive of employee well-being and engagement.
• Structure compensation and benefits strategies clearly and transparently across the organisation.

Performance Management:

• Oversee the design, implementation, and continuous improvement of the performance management framework, ensuring it drives a culture of accountability and high performance.
• Ensure the alignment of individual, team, and organisational goals through effective use of objectives, key results (OKRs), KRAs and KPIs.
• Champion continuous feedback, coaching, and development conversations between managers and employees.
• Lead the periodical performance review process, including calibration sessions, talent reviews, and succession planning.
• Provide data-driven insights to leadership on performance trends, areas for improvement, and top talent identification.

Compliance, Risk, and HR Governance:

• Ensure HR practices comply with all relevant labour laws, regulatory requirements, and ethical standards.
• Lead audits, risk assessments, and timely policy updates to safeguard the organisation.
• Maintain the highest standards of confidentiality, professionalism, and integrity in all HR practices.

HR Technology & Analytics:

• Drive digital transformation of HR through effective deployment of HRIS and analytics tools.
• Leverage data to inform people strategy, workforce planning, and executive decision-making.
• Promote the adoption of innovative HR solutions for improved efficiency and employee experience.

Stakeholder Engagement & Alignment:

• Build and nurture strategic partnerships with key internal stakeholders (Top executive team, business unit leaders) to ensure HR strategies support and accelerate business objectives.
• Facilitate regular communication and collaboration between HR and other departments to co-create and implement people initiatives.
• Engage with external stakeholders-including industry bodies, regulatory agencies, benefits providers, educational institutions, and the broader business community-to benchmark practices and represent the organisation.
• Act as the voice of employees at the leadership table, gathering feedback through surveys, forums, and direct interactions, and translating insights into actionable HR strategies.
• Align HR programs and communications to ensure consistency, clarity, and transparency across all levels of the organisation.

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