HR Manager Talent Management

Overview The Manager, HR (Talent Management) is a critical, strategic leadership role responsible for shaping and executing SIA Engineering Company’s end-to-end Talent Management strategy. Reporting to the VP HR (Talent Management & Organisation Development), and managing a team of two direct reports, this role will be instrumental in ensuring the Company maintains a high-performing, future-ready workforce. The incumbent will design, implement, and steward key programs across Talent Development, High Potential Identification, Leadership Mobility, Succession Planning, and Performance Management , ensuring alignment with overall organisational goals and long-term business strategy. Role Accountabilities: Key Deliverables This role is responsible for the strategic oversight and operational execution of the following core areas: Talent Strategy & Succession Planning Lead the development and execution of the comprehensive Talent Management Framework, focusing on the identification, assessment, and targeted development of High-Potential Employees (HPEs) . Manage, coach, and develop a team of two direct reports to achieve operational excellence and support the Company's talent objectives. Design and drive strategic talent mobility and rotation initiatives to cultivate versatile leaders and specialists across the organisation. Develop and maintain robust succession plans for critical leadership and specialist roles, partnering closely with leadership team to identify and prepare potential successors. Conduct rigorous talent pipeline analytics , including monitoring HPE attrition and assessing pipeline health, to proactively identify systemic gaps and trigger strategic process enhancements. Oversee and champion key development interventions for HPEs, including advanced leadership programs, professional development, and formal coaching/mentoring initiatives. Performance Management & Career Development Framework Strategically design, implement, and maintain the company's annual Performance Management Framework, including the management of the HR technology platform. Ensure the system is consistent, fair, and legally compliant through rigorous standards calibration . Develop and deploy targeted training and coaching for managers to enhance their capability in setting meaningful goals, conducting effective performance reviews, and using feedback as a tool for team development. Establish and roll out structured career pathways and development programs that clearly articulate growth opportunities for key talent segments, supporting career management across the organisation. Workforce Pipeline Programs (Scholarship & Graduate Management) Provide strategic oversight for the full suite of scholarship programs (pre-service and internal) and the graduate program . This includes candidate identification, award management, internship coordination, and managing internal co-sponsorship for further education. Lead strategic deployment discussions with HR Business Partners (HRBPs) to ensure scholars are placed in roles that align with both their development trajectory and critical business needs. HR Governance & Employee Experience Serve as the Secretary and coordinator for Board-level HR governance bodies, including the Staff Committee, Compensation & HR Committee, and Posting Committee. This includes managing materials preparation, action tracking, and ensuring smooth coordination across all HR stakeholders. Provide sophisticated data analysis and talent insights to inform strategic decision-making within the committees and persuade senior stakeholders to adopt strategic talent initiatives. Oversee the company's onboarding framework for all employees to facilitate rapid assimilation, enhance the employee experience, and improve early-stage effectiveness. Key Qualifications & Skills Qualifications and Experience Bachelor's degree in Human Resources, Business Administration, Organisational Development, or a related field. Minimum of 8-10 years of progressive HR experience, with a significant focus on Talent Management, Organisational Development, and/or Workforce Planning. Proven experience in leading and developing a team (direct reports is preferred). Demonstrated experience in managing complex, company-wide programs such as high-potential schemes, succession planning, and performance management. Professional Competencies Strategic Acumen & Influence: Strong strategic thinking and problem-solving abilities, coupled with excellent communication and interpersonal skills to influence and collaborate effectively with senior leaders and gain buy-in for strategic initiatives. Data-Driven Decision Making: High proficiency in data analysis and HRIS systems , with a proven track record of synthesizing complex data into compelling narratives to support and persuade stakeholders. Results-Driven Leadership: Excellent people leadership skills, with the ability to inspire, motivate, and develop team members to foster a high-performing and cohesive team. Program Management & Execution: Exceptional coordination and organisational skills with meticulous attention to detail, ensuring the efficient and legally sound execution of company-wide HR programs. We regret that only shortlisted candidates will be notified. At SIA Engineering, we are committed to ensuring your personal information is protected and never misused. Personal data collected will be used or disclosed only for the purposes of your job application and potential employment with SIA Engineering, such as for assessing and evaluating your suitability for employment in any current or prospective position within the organization and verifying your identity and accuracy of the personal details and other information provided. By submitting your application for this position, you consent to: a) the collection, use and disclosure of your personal data by SIA Engineering for the purposes of your application and potential employment with SIA Engineering, including disclosing such personal data to any of SIA Engineering’s subsidiaries, affiliates or related corporations (if necessary for the processing of your job application); and b) SIA Engineering’s retention of your personal data for 1 year for consideration of future job opportunities (where applicable) Candidates are not required to pay SIA Engineering Company, any Agents, or Sub-Agents representing the organisation a recruitment fee or other fees relating to their application / employment. #J-18808-Ljbffr