HRBP- Talent Management

Job PurposeTo lead and elevate the Talent Management function into a structured, high-impact capability that strengthens workforce quality, leadership pipeline readiness, and organizational performance.This role is responsible for building practical, scalable systems across talent acquisition, career development, assessment, performance management, and company-wide learning & development, while leading and developing a junior Talent Management team into a confident, specialized, and business-oriented unit. Key Responsibilities1. Talent Acquisition & Workforce PlanningDevelop and execute a forward-looking talent acquisition plan aligned with workforce needs.Strengthen employer positioning in the market through branding initiatives and partnerships.Establish structured internship and graduate pipeline programs.Improve recruitment efficiency, quality-of-hire, and candidate experience.Introduce smart automation and digital tools to enhance sourcing, screening, and tracking.Drive diverse and future-ready talent pipelines across functions and levels.2. Career Development, Succession Planning & AssessmentDesign structured career paths and progression clarity across functions.Implement a practical succession planning framework for key and leadership roles.Facilitate annual talent review discussions and high-potential identification.Design and deploy structured Assessment Centers for leadership selection, promotion decisions, and high-potential validation.Develop competency-based assessment tools including behavioral interviews, case simulations, role plays, and psychometric instruments where relevant.Train internal assessors and ensure objectivity and consistency in assessment processes.Establish internal mobility and job rotation mechanisms to broaden capability.Ensure leadership development initiatives support readiness for critical roles.3. Performance ManagementLead the design and continuous improvement of the company’s performance management framework.Ensure clear goal-setting, objective alignment, and role accountability.Integrate structured evaluation processes and calibration practices.Promote a culture of regular performance conversations and constructive feedback.Utilize performance data to inform development, succession, and workforce decisions.Continuously refine the system to ensure fairness, clarity, and business relevance.4. Company-Wide Training & DevelopmentDevelop and deploy an annual company-wide training plan aligned with capability needs.Introduce competency-based learning pathways for different employee segments.Launch structured leadership development programs for first-line, mid-level, and senior leaders.Implement technical, behavioral, and continuous improvement learning initiatives.Ensure training effectiveness measurement and ROI tracking.Leverage digital learning platforms and blended learning methodologies.5. HR Systems & Talent AnalyticsOptimize HR systems supporting recruitment, learning, performance, and assessment processes.Introduce automation to reduce manual workload and increase process efficiency.Develop structured talent dashboards (pipeline strength, internal mobility, performance trends, skill gaps, assessment outcomes).Ensure accuracy and integrity of talent data.Promote data-driven decision-making within HR and leadership.6. Team Leadership & Capability Building (Core Accountability)This role carries direct responsibility for developing a junior Talent Management team into a high-performing and credible function.Define roles, KPIs, and accountability for each TM specialist.Coach and mentor team members in stakeholder management, analytical capability, facilitation skills, and program execution.Build internal capability to design and run assessment centers professionally.Establish individual development plans and certification pathways.Foster ownership, professionalism, and continuous improvement mindset within the function.Build succession readiness within the TM team.