全职 Group Senior HR Manager, Talent Management 工作, 薪水, Armstrong Asia 公司招聘中 - Ricebowl

Reporting to the Group Head of HR, you will lead the development and execution of the Group's talent strategy, ensuring that Armstrong builds the leadership and workforce capabilities required to support its business priorities and Vision 2030.

You will lead the Group Talent Management function, with responsibility for succession planning, talent development, leadership and capability building, performance management governance and strategic workforce planning. Working closely with business leaders and HR Business Partners, you will identify future capability requirements, strengthen internal talent pipelines and drive the delivery of talent programmes across the Group.

You will lead the Talent team to deliver programmes that address business capability gaps and achieve measurable outcomes, while collaborating with other HR COEs on Group-wide priorities. Additionally, you will support the Group Head of HR in driving cross-functional HR priorities and undertake delegated responsibilities where required.

Responsibilities

Talent Strategy & Strategic Workforce Capability Planning

• Develop and execute the Group talent strategy aligned with business priorities, workforce transformation and Vision 2030.
• Partner with business leaders and HRBPs to identify future capability requirements, critical skills gaps and talent risks across business units.
• Establish talent priorities and development plans to strengthen workforce readiness and support evolving business needs.
• Monitor talent indicators and programme outcomes to evaluate effectiveness and guide talent decisions.

Succession Planning & Talent Management

• Lead Group succession planning and talent review processes, identifying critical positions, high-potential employees and leadership pipeline risks.
• Establish consistent frameworks for talent identification, potential assessment, succession readiness and development planning.
• Partner with business leaders and HRBPs to develop succession actions and prepare identified talent for future responsibilities.
• Drive talent mobility, career development and retention initiatives to strengthen internal talent pipelines.

Leadership & Capability Development

• Establish Group leadership and capability development frameworks aligned with business requirements and identified competency gaps.
• Design and oversee development programmes, including leadership development, mentoring, coaching, OJT, job rotations and cross-functional assignments.
• Oversee the Engineering Academy's capability frameworks, learning priorities and programme outcomes to support the development of technical and engineering talent.
• Build partnerships with educational institutions, industry bodies and training providers to strengthen talent development opportunities.
• Evaluate programme effectiveness through learning application, capability improvement and business outcomes.

Performance Management Governance

• Own the design, governance and continuous improvement of the Group's performance management framework, ensuring alignment with business objectives and talent development priorities.
• Establish consistent performance management standards, processes and guidelines across the Group.
• Partner with HRBPs and business leaders to strengthen performance differentiation, feedback quality and the identification of development needs.
• Integrate performance management outcomes with talent reviews, succession planning and capability development.

Learning Governance & HR Digitalisation

• Oversee the Group learning framework, governance standards and learning management system adoption.
• Identify opportunities to improve talent processes and programme delivery through automation, AI and digital learning solutions.
• Leverage talent analytics to evaluate workforce capability gaps, succession readiness, learning effectiveness and talent development outcomes.

Team Management

• Lead, coach and develop the Talent team, establishing clear responsibilities, performance expectations and development priorities.
• Manage talent programme priorities, resources, budgets and external partnerships to ensure effective execution and value.
• Collaborate with other HR COEs, HRBPs and OBU HR teams to ensure effective implementation of Group talent initiatives.
• Support the Group Head of HR on cross-functional HR priorities and represent Group HR on designated matters within delegated authority.

Requirements and Qualifications

• Minimum 15 years of progressive Human Resources experience, with substantial experience leading talent management, succession planning and leadership or capability development.
• Minimum 3 years of people management experience, with demonstrated ability to lead and develop teams.
• Experience in developing and implementing Group or regional talent frameworks and programmes across multiple business units.
• Demonstrated experience partnering with senior business leaders to identify talent risks, leadership gaps and future workforce capability requirements.
• Experience managing performance management frameworks, talent reviews and leadership development initiatives.
• Experience in overseeing technical or functional capability development programmes, preferably within manufacturing, industrial or multi-site operations.
• Proven ability to manage complex programmes and stakeholders across different countries, functions and cultures.
• Bachelor's degree in Human Resources, Business Administration or a related field.
• Relevant professional certifications in talent management, leadership assessment, coaching or learning and development would be advantageous.
• Good understanding of talent assessment tools, learning technologies and workforce analytics.
• Ability to communicate effectively in English and Mandarin to engage stakeholders across Singapore and China.