Human Capital Strategy. Responsible for defining organizational and manpower planning strategies, including developing long-term strategic workforce plans to ensure the company has the right talent to meet future business needs.
Human Capital Planning. Conducts competency assessments based on the corporate competency framework, analyzes assessment results to identify capability gaps, and develops career paths and succession plans for critical positions while monitoring the overall succession pipeline.
Performance Management. Facilitates the end-to-end performance appraisal process, including communication, reminders, and form collection; organizes performance calibration sessions; delivers performance results; manages underperformance cases; leads talent reviews; and oversees Individual Development Plans (IDP) and coaching programs.
Succession & Talent Movement. Manages the development and readiness of successors for critical roles, coordinates successor placement during role vacancies, facilitates internal mobility such as project assignments and secondments, and oversees promotion and demotion processes across the organization.
Key Qualifications
Bachelor's degree in Management, Psychology, or a related field.
Experience in Talent Management, Performance Management, or Organizational Development.
Strong analytical skills in interpreting competency assessment results.
Excellent communication skills and the ability to facilitate discussions, coaching, and cross-functional collaboration.
Detail-oriented with strong data management and administrative capabilities.
