Associate Director/director, Organisational

**Associate Director/Director, Organisational & Talent Development**:
**Date**:17 Jan 2025

**Location**: Singapore, Singapore

**Company**:Singtel Group
- An empowering career at Singtel begins with a Hello. Our purpose, to Empower Every Generation, connects people to the possibilities they need to excel. Every "hello" at Singtel opens doors to new initiatives, growth, and BIG possibilities that takes your career to new heights. So, when you say hello to us, you are really empowered to say “Hello BIG Possibilities”._

We are seeking an experienced executive to drive our Organisational Development (OD) and Talent Development strategy. As the OD and Talent Development lead, you will design and implement transformative initiatives that build organisational capability, foster leadership excellence, and enhance our BIG culture. You will partner with leaders across the Group to shape a culture of continuous learning, high performance, and adaptability to ensure the organization’s sustained success.

**Key Responsibilities**:
**Organisational Development**
- **Design Fit-for-Purpose Organizational Structures**:Partner with senior leaders across the Group and Operating Companies (OpCos) to design and implement organisational structures that align with strategic priorities. Ensure the organisation is equipped to respond to market demands, innovation opportunities, and operational efficiency goals.
- **Embed Agility and Resilience**:Establish frameworks to enhance the Group’s adaptability to a rapidly changing business environment, leveraging scenario planning, cross-functional collaboration, and future-proofing initiatives.
- **Facilitate Group-Wide Alignment**:Collaborate with OpCos to ensure alignment of OD/talent/people practices while balancing the unique needs of each business. Foster cohesive execution of Group-wide strategies in developing leaders and strategic talents.
- **Enhance Organisational Effectiveness**:Design assessments for organisational health, performance and leadership potential. Use these insights to recommend strategies and interventions.
- **Promote Cultural Transformation**:Shape and sustain a high-performance, inclusive culture that reflects the Group’s vision, values, and BIG Culture principles.

**Talent & Leadership Development**
- **Develop Leadership Excellence Across the Group**:Create and manage senior leadership development programmes to build a pipeline of future-ready leaders. Integrate best practices for senior executive coaching, mentorship, and peer learning tailored to regional and cultural contexts.
- **Implement Group-Wide Talent Frameworks**:Design scalable, high-impact frameworks for talent identification, assessment, and development that align with both Group and OpCo business needs. Prioritize initiatives that support strategic growth and succession readiness for enterprise leadership roles.
- **Accelerate High-Potential Talent Growth**:Lead the design and delivery of specialised high-potential programmes that provide exposure to the Group’s ecosystem, strategic project opportunities, and accelerated career pathways for emerging leaders.
- **Enhance Succession Planning with Fitness-Focused Talent Pools**:Evolve traditional succession planning into an adaptable approach that focuses on "successor fitness" for multiple potential roles. Leverage data to identify and nurture individuals capable of thriving in leadership roles under varying business scenarios.
- **Align Talent Development with Diversity, Equity, and Inclusion**:Champion DEIB initiatives by embedding inclusive practices into talent programmes. Ensure leadership pipelines reflect the diversity of markets served and drive initiatives to achieve Group diversity KPIs, such as gender parity in management.
- **Leverage Analytics to Drive Talent Outcomes**:Implement people analytics to measure the progress and outcomes of talent initiatives, assess the development trajectory of leaders, and continuously refine strategies for maximum impact.
- 7-10 years of experience in consulting, strategy, talent management or organisational development.
- An advanced degree in business, human capital management or a related field.
- Professional certification from IHRP, SHRM, ATD, or other relevant associations.
- Strong analytical and strategic thinking skills, with a demonstrated ability in conceptualisation.
- Proficiency in data analytics and problem-solving, along with cognitive agility.
- Confidence and effectiveness in relationship building and stakeholder management.
- Excellent presentation and communication skills to effectively convey ideas and engage stakeholders.