Talent Management Specialist

The position also provides **supporting contributions to overall Talent Management efforts**, including competency development, succession planning, employee engagement, and capability building. A strong foundation in **data analytics, digital tools, and structured HR processes** is critical for success in this role.

**A. KEY FOCUS AREA**

**TALENT MANAGEMENT DIGITALIZATION & ANALYTICS**
- Lead the implementation, enhancement, and digitalization of a centralized, cloud-based Talent Management System (TMS) in collaboration with IT and external vendors.
- Automate and streamline key talent processes under a unified digital platform.
- Develop and maintain HR dashboards and real-time analytics using tools such as Power BI to provide strategic insights in areas like employee engagement, learning, skills gaps, and mobility.
- Ensure system integration, scalability, and alignment with organizational needs and global talent strategies.

**PERFORMANCE MANAGEMENT & ORGANIZATIONAL DEVELOPMENT**

Manage the **end-to-end Performance Management process**, including:
**a. Planning & Target Setting**
- Manage the cascading of company-wide objectives into departmental and individual KPIs/OKRs.
- Guide managers in goal setting and ensure consistency across levels and functions.
- Provide training and resources to build manager capability in performance planning and documentation.

**b. Monitoring & Quarterly Reviews**
- Coordinate Q1-Q4 departmental and individual progress reviews.
- Audit and validate submitted KPI data to ensure alignment, accuracy, and transparency.
- Support real-time performance monitoring through system dashboards and HR analytics.

**c. Evaluation & Appraisal**
- Oversee the mid-year and year-end appraisal process, ensuring timely submissions and structured evaluations.
- Facilitate calibration discussions with senior management to ensure fairness in performance and potential ratings.
- Enable and support managers in delivering quality feedback and conducting performance discussions.

**d. Rewards Linkage & Decision-Making**
- Develop and lead the **bonus, increment, and promotion matrix** based on performance and potential outcomes.
- Collaborate with Rewards and HRBPs to align performance outcomes with compensation and career progression decisions.

**e. Policy, Systems & Continuous Improvement**
- Review and enhance performance management frameworks, appraisal tools, and rating guidelines.
- Ensure compliance with internal policies, audit standards, and performance timelines.
- Drive digitalization and process efficiency through system improvements, reporting automation, and dashboard creation.

**B. SUPPORTING FOCUS AREA**

**COMPETENCY-BASED TALENT DEVELOPMENT**
- Assist in designing and executing competency-based talent development initiatives to support employee growth at all levels.
- Regularly update and refine the competency framework to align with organizational objectives and facilitate professional development.

**SUCCESSION PLANNING & TALENT DEVELOPMENT**
- Critical Role Identification: Identify essential roles and maintain a successor nomination list for key positions.
- Job Profiling & Competency Framework: Create and update job profiles and competency frameworks that define technical, behavioral, and managerial competencies for critical roles.
- Successor Assessment: Implement psychometric assessments to evaluate leadership potential and team effectiveness of potential successors.
- Skill Gap Analysis: Conduct gap analysis to identify development needs and assess the readiness of successors for future roles.
- Development Plans: Design learning intervention and implement Individual Development Plans (IDPs) for targeted leadership development and career progression.
- Career Pathing & Talent Mobility: Facilitate career path planning and internal mobility initiatives to ensure a strong talent pipeline for future leadership roles.

**EMPLOYEE ENGAGEMENT & TALENT RETENTION**
- Assist in the onboarding experience to improve new hire engagement and smooth integration into the company culture.
- Develop and implement employee engagement programs to foster a positive work environment and increase job satisfaction.
- Drive employee retention initiatives by promoting career growth, continuous learning, and recognition programs.

Pay: RM5,000.00 - RM7,000.00 per month

**Benefits**:

- Free parking
- Gym membership
- Health insurance
- Maternity leave
- Opportunities for promotion
- Parental leave
- Professional development

Schedule:

- Monday to Friday

Supplemental Pay:

- Performance bonus

**Education**:

- Bachelor's (required)

**Experience**:

- Performance Management: 3 years (required)

**Language**:

- Mandarin (required)
- English (required)

**Location**:

- Setia Alam (required)

Willingness to travel:

- 25% (required)

Work Location: In person