PR/117987 | Talent & Succession Development Manager

Role Summary:
This role is responsible for crafting and executing strategic initiatives in talent development and succession planning. The manager ensures the organization maintains a strong leadership pipeline and a sustainable approach to identifying and nurturing high-potential talent in alignment with business objectives.

Succession Planning

• Develop and manage frameworks to identify and prepare high-potential employees for key leadership roles.

• Partner with senior leaders to conduct talent reviews and assess succession readiness.

• Maintain and grow talent pipelines for mission-critical positions across the organization.

Talent Development

• Lead the design and rollout of leadership development programs, mentoring schemes, and competency-based learning pathways.

• Collaborate with HR Business Partners and department leaders to align development strategies with organizational needs.

• Evaluate program impact using data insights and participant feedback.

Organizational Development

• Support change initiatives that improve employee engagement, satisfaction, and overall productivity.

• Contribute to the development and execution of organizational development strategies.

• Implement interventions that promote a high-performance and positive workplace culture.

Learning Strategy

• Conduct training needs assessments and design curriculum frameworks tailored to both functional and leadership competencies.

• Oversee the integration of digital learning platforms and learning management systems to encourage self-directed learning.

• Facilitate learning sessions focused on leadership, change management, and organizational effectiveness.

Performance Management

• Align performance management systems with talent development objectives.

• Support goal-setting, performance review processes, and continuous feedback mechanisms.

• Analyze performance data to inform workforce planning and talent strategies.

• Master’s degree in Psychology, Human Resources, Organizational Development, or a related field.

• Additional certifications in HRD, Talent Management, or OD are advantageous.

• 8–10 years of experience in Learning & Development, Talent Management, or Organizational Development.

• Proven expertise in succession planning, leadership development, and competency modeling.

• Experience with LMS platforms and digital learning technologies.

• Strong strategic thinking and ability to align talent initiatives with business goals.

• Excellent project management and stakeholder engagement skills.

• Proficient in data analysis and performance metrics.

• Outstanding communication, facilitation, and coaching abilities.

• Collaborative and influential across functions.