People & Development Manager

**The Why**:

- Mekong Capital’s purpose is reinventing Private Equity. We are looking for a motivated & purpose-driven talent for People & Development to cause breakthroughs in building up Facing-Investee Team at Mekong Capital.
- Join us if you are passionate about people and development & being part of the journey to build a world-class team that generates breakthroughs, wealth, and fulfillment.

**The Role**:
Responsible for implementing VDI element Management Team at Mekong Capital through People & Development: The company has a world-class management/leadership team in place for each key management position: each manager can lead their team to reliably deliver the KPIs and other results for which they are accountable. The company attracts, recruits, and retains an extraordinary team. The company has a healthy balance of promoting capable people from within, while successfully recruiting outsiders who raise the company’s competency in key areas.

**Talent Development & Retention (with a focus on Investee-facing people)**:

- Coordination of the triangle (Mentor, Coaches/Partner, VDI Element Leader);
- Measurement of success: On/Off Track & Performance Score of our Investee-facing people;
- Partner with the business to ensure that they have the right talents, and whether as a team they are performing both individually and as a team to the best of their ability and maximizing their potential;
- Working with relevant parties to identify the high-performing Investment team profile from an organizational need that will succeed in Mekong Capital. Being the owner of the personas & constantly reviewing/modifying basis the data that gets added;
- Ensure each Investment Team Member is consistently having high performance in the KPI dashboard. The People & Development personnel ensures that the individual is receiving all the necessary resources to perform to the best of their ability whether it is the Coaching program from Vanto etc. (and thus facilitating the success and the outcomes from that program), partnering with the Mentors to ensure the performance and development is on track, and manage any off-track cases through interventions of development or separation;
- Being partner with key leaders in investee-facing teams to empower them by having the best talents to reliably deliver their KPIs/ performance through being the space to listen and empower them to be at their best self;
- Inputs in the career progression plan of investment team members, by having an opinion about the individual performance as well as Core values, and being able to provide data-driven feedback to the relevant stakeholders for such decisions;
- Be the custodian of the Culture and Core values along with the other culture committee members.

**Onboarding program with continuous improvement & development**:

- Being accountable for the continuous improvement & development of an effective onboarding (first 2 months) & high-performance development (6- & 12-months) plan;
- Excellent coordination & conductor skills with multiple parties & provide the most effective onboarding and coaching program.

**What you will need**:
**Working Experience**:

- A proven & successful track record over a minimum of 7-8 years of professional working experience (Especially in HRBP, Talent Development)
- Would be an advantage to have Management Trainee Journey at Global Companies; who have started a journey of self-reflection or had taken a credible Coaching Certification (ICF, Maxwell, etc.)

**Core Competencies**:
**1. Self-Development Actively seeking new ways to grow and be challenged using both formal and informal development channels**:

- Shows personal commitment and continuously improves.
- Accepts assignments that broaden capabilities.
- Learns from new experiences, from others, and structured learning.
- Makes the most of available development resources.

**2. Manages Ambiguity Operating effectively, even when things are not certain, or the way forward is not clear**:

- Deals comfortably with the uncertainty of change.
- Effectively handles risk.
- Can decide and act without the total picture.
- Is calm and productive, even when things are up in the air.
- Deals constructively with problems that do not have clear solutions or outcomes.

**3. Courage Stepping up to address complex issues, saying what needs to be said**:

- Readily tackles tough assignments.
- Faces difficult issues and supports others who do the same.
- Provides direct and actionable feedback.
- Is willing to champion an idea or position despite dissent or political risk.

**4. Plans & Aligns - Planning and prioritizing work to meet commitments aligned with organizational goals**:

- Sets objectives to align with broader organizational goals.
- Breaks down objectives into appropriate initiatives and actions.
- Stages activities with relevant milestones and schedules.
- Anticipates and adjusts effective contingency plans.

**5. Resourcefulness - Securing and deploying resource