Position Overview 

This role will be responsible for This role will be responsible for implementing Talent and Develop Project, including succession planning, talent management, leadership training management, learning initiatives, and others. The position works closely with HR stakeholders, business leaders, managers, external vendors, and internal teams to ensure talent and development activities are well-structured, well-coordinated, and aligned with business needs. 

The ideal candidate should be strong in project coordination, stakeholder communication,  data interpretation, reporting, learning program management, and people development processes. The  candidate should have a good understanding of talent development, leadership development, learning operations, and HR project execution. 

1. T&D Project Implementation  

Implement assigned T&D projects by defining project objectives, implementation plan, timelines, resources, governance structure, and expected deliverables.  

Develop and execute project plans to ensure learning and talent development initiatives are delivered effectively and aligned with organizational priorities.  

Engage with key stakeholders to secure commitment, manage expectations, and drive project success.  

Identify project risks, resource constraints, and execution challenges, and provide suggestions to implement appropriate mitigation actions.  

Capture lessons learned and convert project outputs into scalable tools, frameworks, and best practices to enhance future T&D initiatives.  

2. Talent & Leadership Development Program Operation  

Selected and translate learning initiatives into learning culture campaigns, learning events, learning platform adoption, mandatory learning, online learning promotion, and employee development activities in alignment with business priority.  

Operate talent management and leadership development programs, ensuring all program activities, learning resources, logistics, participant administration, and stakeholder communications are prepared and delivered effectively.  

Plan and organize program schedules, participant nominations, invitations, learning materials, learner profiles, facilitator arrangements, venue or virtual classroom logistics, and other program readiness requirements.  

Work closely with facilitators, subject matter experts, vendors, managers, and participants to ensure smooth program delivery and positive learning experience.  

Develop training toolkit, participant communication plan, learning resources, program trackers, evaluation framework, to ensure outcome of program implementation and follow-up activities.  

3. Learning Operations Improvement & Program Effectiveness  

Review existing program delivery processes, operational practices, and scheduling approaches to identify gaps, inefficiencies, and opportunities for improvement.  

Recommend and implement practical enhancements to learning operations, program administration, communication processes, and participant experience to improve effectiveness and efficiency.  

Optimize learning calendars, training schedules, and resource planning to balance development priorities, facilitator availability, participant capacity, and business requirements.  

Analyze program feedback, operational challenges, participation trends, and learning data to identify root causes and propose improvement actions.  

Develop and maintain templates, guidelines, trackers, tools, and best practices that improve consistency, scalability, and operational excellence across talent and leadership development initiatives.

4. Succession Planning Facilitation and Governance  

Implement succession planning processes across departments and key roles by coordinating talent reviews, consolidating succession information, and ensuring alignment on successor readiness and development priorities.  

Partner with HRBPs, business leaders, and stakeholders to gather, validate, and maintain succession planning data, talent profiles, readiness assessments, and leadership pipeline information.  

Prepare succession planning insights, reports, dashboards, and discussion materials to support talent review and succession planning decisions.  

Support talent review discussions by organizing data, consolidating inputs, and documenting agreed actions.  

Monitor successor development plans, readiness progression, and agreed follow-up actions, providing visibility on progress and potential pipeline gaps.

5. Other reasonable tasks as assigned.