People and Culture

Talent Management Head

Lead Level   •   BGC, Taguig

Job Description

The Talent Management Manager is responsible for designing programs and assists in implementation which aims to attract, measure, develop, and manage an organization talent pool. This may be in areas of Performance Management, Leadership Development, Succession Planning, and Hi-Po Assessment. Evaluates and provides reports regarding the effectiveness of the organization’s talent strategies. The Talent Manager is also responsible in providing strategic plans for the development of training programs aimed at aligning talent management with organizational goals. The role also helps to ensure that we are able to contribute to the productivity of the business by ensuring that HR Operations activities are working efficiently and productivity.

Critical Accountabilities

  • Role is responsible in defining and organizing the appropriate structure and functions in the organization. This includes working with Leaders and Heads to conduct job analysis, define the roles and appropriate levels and headcount that will aim to attain targets, improve efficiency and increase productivity.
  • Role shall oversee Joab Evaluation initiatives, in collaboration with the Line Leaders and the HR Rewards Team.
  • Define the Learning and Development and Talent Management framework for critical roles to ensure that critical role incumbents are equipped and developed to meet targets and progress in their careers.
  • Role shall also be responsible in defining programs specific to identified high performing and high potential talents.
  • Continuously review and redesign the performance management system of the company to ensure that it is aligned to business directions.
  • Ensure that the system supports management of employees making sure that they are fully equipped so that they perform at their best.
  • Ensure organizational compliance and that the results of the planning and evaluation are tied to other HR programs such as rewards, development and succession
  • Identify High Potential (Hi-POs) employees based on the established criteria and maintain an updated record of the identified Hi-POs employees with their corresponding individual development plans.
  • Propose & implement retention strategy programs that would directly address attrition rate.
  • Propose & implement succession management & career management programs.
  • Conduct organizational review, restructuring & recommended changes on the organizational structure aligned with the business strategies
  • Review all Job Descriptions in consultation with the Group Heads in order to make them more descriptive. Revise, update, recommend & implement changes in job functions of the incumbents.
  • Develop Job Descriptions for newly created positions.

Qualifications

  • 4-year Degree Course
  • At least 2 years in a HR Strategic Role

Please note that only shortlisted candidates will be notified for next steps. Rest assured that your application is kept in our active pool for reference.

Application Process

1 Resume Screening


2 Online/Phone Screening


3 Onsite assessment and interviews