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Talent development, Sr.manager

Job Description

Qualifications (minimum education and relevant experience necessary to perform the job            successfully. List specialized equipment, software and machines used in performing the work):

·         5 years above working experience in HR, HR Ops background is a must

·         Project handling skills is a plus

·         Good at succession planning, co-ordination, performance training, orientation program and arrangement of training

·         Having training experience is advantageous but not a must

·         Hands on, good team work and work independently without direct report

·         Willing to learn and grow with the Company

·         Career development and key skill identification knowledge for developing our employees

·         Planning and execution skills

·         Development and Coaching skill for managerial level

·         High Integrity

·         Computer literacy in excel worksheet, power point and word document

·         Communication skills to all levels

·         Fluent in both spoken and written Chinese (Mandarin) and English

·         Training course certification is a plus



Future training from MTW for this position


·         Change management project

·         Career development program

·         Training need analysis

·         Asia role in future


Major Responsibility (Functions/Duties)


(Describe the four to eight most important categories of duties and responsibilities (normally referred to as essential functions) that make up the job):


·         Organizational Effectiveness ( Design of frameworks and tools to assess the efficiency of the organization’s structure, culture, people, capabilities and consulting on ways to improve organizational effectiveness )


- Designing organizational effectiveness frameworks and tools to support the delivery of business strategies.

- Diagnosis of organizational effectiveness

- Offering challenging perspectives and insight in order to facilitate the formulation of the best possible solutions.


·         Building Talent Supply  ( Talent Management includes Succession Planning, Performance Management, Manpower Planning and Development and recruitment of right talents)


- Translating business needs into organization structures and resources

- Designing global aligned systems, policies, products and tools that support the talent management processes (for e.g. resources committees, listing process, succession plans)

- Designing process and products regarding career management, career counseling and also performance management frameworks.

- Continuously examining ways to improve Talent Management systems, policies, processes, products and tools.


·         Learning Management ( The design and development of learning systems aimed at maximizing organizational capability)

- Designing and developing learning management systems that will build organizational capability

- Designing and developing learning system and interventional to address organizational skills and knowledge priorities.

- Evaluating learning interventions

- Continuously examining ways to improve learning systems, interventions and tools.

- Management of budget related to HR department including training cost.


·         Performance Improvement ( The design and development of strategic measurement systems for improving individual contribution and driving overall organizational performance)

- Interpreting business requirements and identifying determinants of performance

- designing and developing performance management systems that create a high performance culture

- Analyzing organizational performance and defining overall performance – metrics

- Continuously examining ways to improve performance management processes.



·         HR Change Facilitation ( the design, development and implementation of processes,  products and tools to support and deliver strategic change initiatives)

- The development of processes, products and tools to help the business deliver strategic change initiatives.

- Diagnosing the need and defining the path for change.

- Driving change through skillful implementation

- Embedding change within the organizational culture