Talent Management & Succession Planning
- Develop and implement the company’s enterprise talent management framework.
- Lead annual talent reviews and succession planning across all business functions.
- Identify high-potential employees and create accelerated development pathways.
- Develop Individual Development Plans (IDPs) for critical talent and successors.
- Build internal talent pipelines for leadership and critical operational roles.
- Monitor talent health through succession dashboards, talent analytics, and bench strength reporting.
Leadership Development
- Design and deliver leadership development programmes for Team Leads, Supervisors, Managers, and Senior Leaders.
- Build leadership capability in coaching, delegation, feedback, performance management, emotional intelligence, and strategic thinking.
- Coordinate leadership assessments, 360-degree feedback, and executive coaching initiatives.
- Partner with HR Business Partners to address leadership capability gaps.
- Measure improvements in managerial effectiveness and leadership behaviours.
- Embed GAMEON leadership expectations into all leadership programmes.
Performance & Organizational Development
- Partner with HRBPs and business leaders to identify capability gaps impacting performance.
- Support performance management through competency assessments and development planning.
- Drive organization-wide initiatives to improve employee productivity and engagement.
- Support change management and organizational transformation initiatives.
- Facilitate team effectiveness workshops and leadership interventions.
Learning Analytics & Continuous Improvement
- Develop dashboards measuring learning impact, talent health, succession readiness, and leadership effectiveness.
- Monitor key talent metrics and provide insights to Executive Management.
- Evaluate ROI on leadership and learning investments.
- Benchmark the company’s talent practices against leading retail and FMCG organizations.
- Continuously improve learning methodologies and talent processes.
Learning & Organizational Capability
- Develop the annual enterprise learning strategy aligned to business priorities.
- Conduct organization-wide Training Needs Analysis (TNA) and capability assessments.
- Design blended learning solutions (classroom, digital, coaching, on-the-job learning).
- Evaluate learning effectiveness using Kirkpatrick and ROI methodologies.
- Develop competency-based learning pathways for all employee groups.
- Ensure learning interventions result in measurable improvements in operational performance.
FoodCo Academy & Career Development
- Lead the development and continuous improvement of FoodCo Academy.
- Build structured onboarding, technical, functional, and leadership curricula.
- Develop career pathways and learning journeys across all functions.
- Strengthen the Leadership Development Programme (LDP), Graduate Programme, and Management Trainee initiatives.
- Build partnerships with universities, professional institutions, and learning providers.
- Expand digital learning and self-directed learning opportunities.
- Bachelor's degree in Human Resources, Psychology, Business Administration, Education, Organizational Development, or related discipline.
- Master's degree (MBA, MSc HR, Organizational Psychology, Learning & Development, or Organizational Development) is an advantage.
- Professional certifications such as CIPM, SHRM-CP/SCP, CIPD, ATD, or equivalent are highly desirable.
- Minimum 8–10 years of progressive experience in Talent Management, Leadership Development, Organizational Development, or Learning & Development.
- At least 4–5 years leading enterprise-wide talent or learning initiatives in a retail, FMCG, manufacturing, or multi-site organization.
- Demonstrated experience designing leadership programmes, competency frameworks, succession planning, and learning academies.
- Proven ability to influence senior leaders and manage enterprise-wide capability-building initiatives.