The Talent & Development Manager is responsible for developing learning and development plans, based on the assessment of development areas for the workforce to meet business requirements. He/ She liaises with stakeholders to communicate and implement organizational development and/ or change interventions to ensure that the organization’s strategy and places are delivered in an effective and efficient way.
The Talent & Development Manager is passionate about building capabilities in others and harnesses appropriate resources to do so. He/ She is highly skilled at engaging and building relationships with others within, and beyond, his/ her team, thereby promoting a collaborative and cooperative work environment.
Main Job Responsibilities
1. Organisation Development
Conduct organisational diagnosis to assess and analyse the current state and identify opportunities for organisational development and/ or change.
Propose, plan and execute organization development and/ or change interventions to drive and facilitate organizational development and/ or change.
Monitor the progress and evaluate the effectiveness of organisation development and or change interventions.
2. Learning and Development
Conduct learning needs analysis to assess their current capabilities and areas of development required to deliver against the organisation’s strategy, business restructuring and future plans.
Develop customised learning and development strategies, plans and curricula to improve overall workforce capabilities for current and future roles, and to promote lifelong learning.
Recommend and implement innovative and creative learning and development channels and technology to engage learners and increase the effectiveness of learning and development interventions.
Equip supervisors and line managers with the skills and tools to mentor, train and provide job coaching.
Analyse learning effectiveness evaluation data to derive insights on the effectiveness and return on investment of learning and development programmes and recommend improvement actions to improve workforce capabilities.
3. Cross-Cultural Management
Contribute towards building the corporate branding for diversity and inclusion in all communications with stakeholders, respecting differences in perspectives and opinions, and working towards a mutually agreed outcome.
Promote effective working relationships with people of diverse races, languages, religions or cultures, embracing differences in perspectives, traditions and cultures, and adopting an open mindset at all times.