Senior Talent Development Manager

**Việc làm chi tiết**:
**Nơi làm việc**:

- Hồ Chí Minh (Quận 3)

**Cấp Bậc**:

- Quản lý

**Hình Thức**:

- Nhân viên chính thức

**Kinh nghiệm**:

- 5 - 10 Năm

**Mức Lương**:

- Lương thỏa thuận

**Ngành nghề**:

- Nhân sự

**Phòng Ban**:

- Head Office

**Hạn chót nhận hồ Sơ**:

- 31/10/2025

**Người Liên Hệ**:

- Ms. Phương

**Mô tả công việc**:
1.Talent Development and Management: Manage high-performing individuals to retain and develop them for mission-critical or pivotal roles within the organization.
- Gather and analyze talent related data to derive insights on the effectiveness of talent management programs, incorporating feedback from individuals in the programs and stakeholders for continuous improvement.
- Implement HR development initiatives that balance and meet the needs of the people as well as the current and future needs of the organization.
- Develop talent management framework and processes to identify, develop, assess retain talent to meet the current and future organization needs.
- Develop and deploy assessment tools to identify high-performing individuals and high potentials as talents of the organization.
- Develop and implement talent development programs such as management trainee, internship and others (program framework, processes of selection, onboarding, learning and development, benefits, assessments ). Manage, engage, follow up with the development of young talents.

2. Engage HR professionals in competency management and Integrate competency frameworks in the development and implementation of talent management programs
- Participate in projects of building/ maintaining/ updating Job profile, Competency Framework/ Dictionary and support in integrating Competencies into HR processes and communications accordingly
- Guide employees to refer Job profile and Competency framework to determine skill requirements and expectations for various roles
- Coordinate with the Training and functional departments to develop a training plan based on training need analysis of the sectors and departments; ensure the training programs are delivered accordingly (i.e, on-boarding, technical and leadership training programs) online and onsite, track and manage training

3.Career Management
- Design career pathways and planning toolkits to help workforce understand their career development options in the organization.
- Plan and execute business industry -wide communications activities to build awareness and understanding of the career structure and options available in the organization.
- Gather feedback on the effectiveness of the business industry’s career development framework, policy, and programs in shaping workforce’s career progression and recommend areas for improvement.

4.Talent Assessment and succession Planning:

- Integrate succession plans into talent management programs to ensure they are holistic and coherent
- Participate in developing Talent Assessment & Succession Planning procedures, guidelines and tools per management/ supervisor’s direction
- Coordinate the processes of Talent Assessment & Succession Planning, follow up with HRBPs and/or Business units to ensure timely progression
- Participate in organizing Corporate Talent Review Meeting, provide support to HRBPs and/or BU’s in organizing Functional/ Sub-Functional Talent Review Meeting (Functional People Forum)
- Coordinate, provide instructions and consultation to HRBPs and Business units on planning and execution of IDPs (Individual Development Plans)
- Maintain an accurate record and reporting of succession plans and potential successors. Formulate relevant database, reports and analytics
- Implement succession plans by working with business leaders to identify and groom individuals to take over mission-critical roles and pivotal positions within the organization.
- Follow up key talent’s development progress

5.Performance Management - OKR system
- Assist in updating, implementing the Performance Management processes, policies, guidelines
- Review OKRs system to ensure rationality, consistency with roles & responsibilities and compliance with internal guidelines that fairly reflect the relative performance of people so that performers are appropriately rewarded and non-performers are dealt with through improvement plans or planned exits.
- Support to manage the operation of Performance Management System when required

6. Leadership Development Training and Development
- Participate in the development of training policies and procedures.
- Conduct training needs assessments and analysis, design program frameworks, content, and training materials based on the 10/20/70 learning model; contribute to the development, enhancement, and management of the E-learning system.

7.Directly assistant to CPO on daily operations/requirements:

- Provide day-to-day strategic support to the CPO which includes the preparation and routing of reports, documents, presentation decks, ad hoc data requests, dashboards, etc. Connect cross tea