Group Head of Talent

Group Head of Talent (J-JJGSM-24-0000009)

Head of Talent is responsible for the people development strategies for Jebsen and Jessen Group (JJ). From providing strategic direction on attracting and retaining the best and right talent for the Group, to developing and managing their performance according to business needs and standards. One of the key focus of this role is to initiate, develop and manage a learning and development framework for the Group, which includes setting the curriculum, policies, programs and activities to ensure employees have the right skills, capabilities, and mindset to meet and support the organisation’s strategies.

Responsibilities

Talent Acquisition

1. Formulate, develop, and implement the JJ recruitment and selection strategies and framework to ensure the processes and activities facilitate JJ Group to achieve its strategy and goals.
2. Develop the JJ recruitment and selection policies and processes related and ensure they are well implemented, aligned, and practiced across the organisation.
3. Identify appropriate and relevant assessment tools or solutions for the selection process to help Country HRs and Line Managers in selecting the right talent fit to both job profile and organisational culture.
4. Review and upgrade the onboarding program and activity to ensure the newcomers have a good experience and ability to adjust themselves to JJ culture during the onboarding period.
5. Continually research on best practice on automation, AI solutions and process improvements that makes sense for the organisation.

Learning & Development

1. Identify needed skills and capabilities for JJ employees to strengthen and sustain JJ competitiveness in the short term and long term.
2. Formulate, develop, and implement the JJ learning and development strategies and framework to ensure the processes and activities facilitate JJ Group in achieving its strategy and goals. Apply new techniques and tools i.e. blended learning, gamification to enhance the efficiency and quality of JJ learning and development.
3. Develop a framework and methodology to help Line Managers to assess and identify their employees' skills and capabilities gap.
4. Build workforce capabilities by designing and implementing learning and development programs at the corporate level enhance current & future employee capabilities.
5. Develop the JJ learning and development policies and processes and ensure they are well implemented, aligned, and practiced across the organisation.
6. Work with both internal and external partners to design and develop contents and development journey as well as materials for the corporate programs.
7. Ensure the corporate programs are successfully implemented and rolled out to all Business Units and countries.
8. Build up the JJ internal trainers to help deliver JJ corporate programs.
9. Set up and promote the JJ learning community as a channel to allow employees to share knowledge and best-practice across the group.
10. Develop the learning culture as well as eco-system to foster employees learning mindset and life-long learning.
11. Find alternative solutions, platforms, tools, or methodologies to improve and make JJ learning and development activities more attractive to employees.
12. Develop tools and measurement to follow up and monitor the result of learning and development activities, and regularly update the progress to the Executive Board, and JJ senior management team.
13. Consult with and provide advice to CXOs, Function Leaders, Country Management, and Country HRs on learning and development matters.

Talent Management

1. Set up JJ talent management strategy and framework to ensure the right talent and successors are available and ready to fill up critical positions.
2. Develop a framework and methodology to identify, develop, and retain the talent and successor at the group level, and ensure EB, CXOs, and Country Management team are well communicated and educated.
3. Develop the JJ talent management policies and processes and ensure they are well implemented, aligned, and practiced across the organisation.
4. Working together with local HR Managers, facilitate the talent management processes and activities i.e. talent identification, talent calibration at the group level, to ensure JJ talent management processes and activities are well implemented and rolled out to all Business Units, and Countries.
5. Develop processes and tools to identify talents and successors as well as their skill and capabilities gap, and work with partners both internal and external by designing the relevant development programs and activities to close or narrow individual talent gap.
6. Ensure the development programs and activities for JJ talents are well designed, implemented, rolled out, and monitored at the group, RBU, and country level.
7. Identify a system, tool, or platform to facilitate and capture JJ talent management processes and activities to ensure all data are well managed and analysed.
8. Consult with and provide advice to CXOs, Function Leaders, Country Management, and Country HRs on talent management matters.
9. Regularly report out and update the progress of JJ talent management to EB, CXOs, Function Leaders, and Country Management.

Performance Management

1. Review and develop the performance management strategy to drive the high-performance organisation.
2. Design and develop the practical approach and methodology for managing employees’ performance to align with group’s direction and situation as well as reflect the organisation performance.
3. Develop the relevant policies and processes and ensure JJ performance management are well implemented, aligned, and practiced across the organisation.
4. Work with Group Rewards and HRIS in communicating and educating JJ performance management systems to JJ employees once it is updated to ensure user adoption.
5. Review and identify improvements to current system, tool, or platform to facilitate and capture JJ performance management processes and activities to ensure all data are well managed and analysed.
6. Develop the culture as well as eco-system to promote the high-performance organisation and recognise the performed employees.
7. Consult with and provide advice to CXOs, Function Leaders, Country Management, and Country HRs on performance management matters.

Team Management

1. Lead and develop team members’ abilities and capabilities to ensure they able to deliver their result to achieve the Talent team goals and targets.
2. Provide coaching, supervisory, and mentoring to team members.
3. Manage team performance and working standards.

Required qualifications

1. Bachelor degree or Master degree in the related field
2. At least 15 years of experience in Human Resources Management and Development.
3. Familiar with conglomerate or multi-business set-ups.
4. Have experience in managing and working with the company management level or senior management level in the organisation.
5. Ability to communicate and influence the multi-level of stakeholders.

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