Head of Talent Management

Head Of Talent & Organizational Development (T&Od)

About Legend Holdin

Key Responsibiliti

Talent Acquisition & Workforce Plann

• ingDevelop and implement the Group Talent Acquisition strategy aligned with business growth pla
• ns.Lead workforce planning initiatives to ensure manpower availability across all business uni
• ts.Design and implement recruitment frameworks, sourcing strategies, and talent pipelin
• es.Oversee executive search, leadership hiring, and critical position recruitme
• nt.Establish employer branding initiatives to attract top-tier tale
• nt.Monitor recruitment KPIs including Time-to-Fill, Cost-per-Hire, Quality-of-Hire, and Offer Acceptance Ra
• te.Ensure consistent recruitment standards and candidate experience across the Gro
• up.Build strategic relationships with universities, professional institutions, and talent networ
• ks.

Succession Planning & Leadership Pipe

• lineDesign and maintain a comprehensive Group Succession Planning Framew
• ork.Identify critical positions and high-risk talent gaps across the organizat
• ion.Develop succession plans for key management and leadership positi
• ons.Assess readiness levels of successors and establish development pl
• ans.Conduct talent review sessions with business lead
• ers.Build leadership pipelines to support future expansion and business continu
• ity.Ensure the organization maintains adequate bench strength for critical ro
• les.

Performance Management & Kpi Gover

• nanceLead the Group Performance Management Sy
• stem.Design and continuously improve appraisal frameworks and performance review proce
• sses.Develop and implement KPI structures aligned with business object
• ives.Ensure departmental and individual KPIs cascade effectively from strategic g
• oals.Facilitate annual, mid-year, and probationary performance rev
• iews.Monitor performance trends and recommend interventions where requ
• ired.Support business leaders in managing underperformance and performance improvement p
• lans.Drive accountability and performance ownership throughout the organiza
• tion.

Learning & Devel

• opmentEstablish the Group Learning & Development Str
• ategy.Conduct annual Training Needs Analysis (TNA) across all business
• units.Develop competency-based learning programs and career development pat
• hways.Design technical, leadership, managerial, and behavioral training initia
• tives.Monitor training effectiveness and ROI through measurable out
• comes.Partner with external training providers and educational institu
• tions.Implement leadership development and management acceleration pro
• grams.Promote a culture of continuous learning and professional develo
• pment.

Organizational Deve

• lopmentLead organizational design and restructuring initi
• atives.Review organizational structures to improve efficiency and effecti
• veness.Conduct role evaluations, job analysis, and competency mapping exe
• rcises.Develop and maintain competency frameworks across the
• Group.Support organizational transformation and change management pr
• ojects.Analyze workforce productivity and recommend improvement initi
• atives.Drive cultural transformation programs aligned with business obje
• ctives.

Talent Ma

• nagementDevelop and implement integrated talent management p
• rograms.Identify high-potential employees and future
• leaders.Create retention strategies for critical and high-performing
• talent.Establish career progression frameworks and development p
• athways.
• Monitor employee engagement and retention
• metrics.Lead talent calibration and workforce capability
• reviews.

Hr Analytics &

• ReportingDevelop talent dashboards and workforce analytic
• s reports.Analyze recruitment effectiveness, attrition trends, performance metrics, and training
• outcomes.Present workforce insights and recommendations to Executive M
• anagement.Use data-driven approaches to support strategic workforce
• decisions.

Employee Engagement &A

• mp; CultureDrive employee engagement initiatives across the or
• ganization.Develop recognition and reward programs aligned with performance
• and values.Support leadership in building a positive and high-performance work e
• nvironment.Measure employee satisfaction and implement action plans based o
• n feedback.

Policy Development &

• ; GovernanceDevelop policies and procedures related to Talent Management and Organizational
• Development.Ensure compliance with internal policies, labour regulations, and governanc
• e standards.Continuously benchmark HR practices against industry bes
• t practices.

Leadership Res

• ponsibilitiesLead and manage the Talent Acquisition and Organizational Devel
• opment teams.Set departmental goals, KPIs, and devel
• opment plans.Coach, mentor, and develop HR p
• rofessionals.Build a culture of accountability, collaboration, innovation, and continuous
• improvement.Partner with senior leadership on strategic workforce
• initiatives.

Q

• ualifications Bachelor's Degree in Human Resources, Business Administration, Psychology, Organizational Development, or
• related field.Master's Degree or
• **MBA preferred.Professional Certificatio**
• ns (Preferred)CIPD Leve
• l 5 or L
• evel 7S
• HRM-
• SCPSHRM-CPSPHRHRCI
• CertificationsTalent Management
• CertificationsOrganizational Development

Certificat

• ions
• ExperienceMinimum 12–15 years of progressive
• HR experience.At least 5 years in a leadership role managing Talent Acquisition, Talent Management, Learning & Development, or Organizational Develop
• ment functions.Experience within diversified business groups, conglomerates, or multinational organizat
• ions preferred.Proven track record in building talent pipelines, succession frameworks, performance management systems, and leadership develo
• pment programs.

Techni

• cal CompetenciesTalent Acqu
• isition StrategyWo
• rkforce PlanningSuc
• cession PlanningPerfor
• mance ManagementKPI Design

• & GovernanceLearning &

• amp; DevelopmentTraining Need
• s Analysis (TNA)Organ
• izational DesignCompetency Frame
• work DevelopmentTalent Assessment &
• amp; CalibrationC
• hange ManagementHR Analytics & Wor
• kforce ReportingLeader
• ship DevelopmentEmp
• loyee EngagementHR Technolo
• gy & Systems

Behavi

• oral CompetenciesS
• trategic ThinkingLeadershi
• p & Influen
• ceBusiness AcumenStake
• holder Management
• Change LeadershipCoachin
• g & Mentori
• ngDecision Maki
• ngProblem SolvingCommunication & Pr
• esentation SkillsEmoti
• onal IntelligenceInnovation & Conti
• nuous ImprovementRe
• sults Orientation

Indicators (Kpis)

• Talent Acqui
• sitionTime-to
• -FillCost-per-H
• ireQuality-of-HireOff
• er Acceptance RateRecruitm
• ent SLA Compliance
• Talent DevelopmentIntern
• al Promotion RatioSuccession Coverage
• for Critical RolesHigh-Potential Tal
• ent Retention RateLeadersh
• ip Readiness IndexPerf
• ormance ManagementCompletion Rate of P
• erformance ReviewsKP

• I Achievement RatePerformance Improv

• ement Success RateLearning
• & DevelopmentTraini
• ng Completion RateTraining E
• ffectiveness ScoreEmployee Development Pl
• an Completion RateOrganizati
• onal EffectivenessEmploye
• e Engagement ScoreVolunt
• ary Attrition RateProductivity I
• mprovement MetricsWorkforc
• e Capability Index