Director Talent & Performance

We are seeking an experienced and strategic Director Talent & Performance to lead and shape our across-the-board talent management and performance strategy. This senior leadership role will be a key player in ensuring that our organisation has the talent, structure, and performance culture needed to achieve our long-term business objectives. The successful candidate will be a crucial role within workforce planning, job architecture, succession planning, and talent development, ensuring that we are well-positioned to meet current and future challenges.


Key Responsibilities:
Strategize and Implement Talent Management Programs:
Develop and oversee the execution of a holistic talent management strategy that aligns with our vision and goals.
Lead the design and implementation of a job architecture framework that supports career development, succession planning, and organisational growth.
Manage the talent review process, ensuring a robust pipeline of talent to meet the evolving needs.



Workforce Planning:
Lead workforce planning initiatives to align our human capital with strategic business objectives.
Collaborate with business leaders to anticipate future talent needs, identify skill gaps, and develop strategies to attract, retain, and develop top talent.
Utilise workforce analytics to inform decisions and predict trends that may impact our ability to meet business goals.



Job Architecture Development:
Establish and maintain a structured job architecture that defines career paths, job roles, and competencies across the organisation.
Ensure job descriptions, competencies, and role expectations are clearly defined and aligned with business needs.



Succession Planning Strategy:
Lead the development and implementation of a robust succession planning strategy to ensure continuity of leadership and critical roles.
Identify and develop high-potential employees for key positions, ensuring a smooth transition and minimal disruption to operations.
Work closely with senior leadership to identify succession needs for critical roles and develop tailored development plans to prepare successors.



Strengthen Performance Management:
Drive the improvement of our performance management processes, including the improvement of performance metrics and optimisation of assessment tools.
Provide training and support to managers to ensure effective performance evaluations and feedback processes.
Develop strategies for recognising and rewarding high performance while addressing underperformance



Foster a High-Performance Culture:
Collaborate with HRBP and senior leadership to promote a culture of high performance.
Lead initiatives to boost employee engagement, motivation, and productivity, ensuring alignment with the company’s strategic objectives.
Create the Employee Development Roadmaps.
Partner with HRBP and leaders to create and implement employee development roadmaps at all levels.
Design and lead targeted development programs, including leadership development, to prepare employees for future challenges and succession roles.



Leverage Talent Analytics:
Oversee the collection and analysis of talent data to drive informed decision-making in talent management.
Utilise analytics to identify trends, forecast future needs, and evaluate the effectiveness of talent management initiatives.



Continuous Improvement:
Regularly review and enhance talent management strategies, ensuring they are forward-looking and incorporate the latest best practices.
Innovate and implement new approaches to talent and performance management to drive organisational success.



Skills and Qualifications:
Degree in Human Resources, Business Administration, Organisational Development, or a related field; advanced degree preferred.
Minimum of 10 years of experience in talent management, workforce planning, succession planning, and performance management, with a proven track record of leading such initiatives in a complex, fast-paced environment.
Deep understanding of job architecture, workforce planning, and succession planning. Strong analytical skills with the ability to leverage data to drive strategic decisions.
Demonstrated ability to lead cross-functional teams and manage multiple stakeholders at all levels of the organisation. Proven experience in change management and driving large-scale talent initiatives.
Strong business and HR acumen with the ability to align talent strategies with business objectives. Understanding of the impact of HR decisions on the overall business.
Ability to think strategically and innovatively, with a strong focus on continuous improvement and future trends in talent management.
Excellent communication and interpersonal skills, with the ability to influence and drive change at the executive level.



Other:
Experience in high-speed, agile organisations, preferably in manufacturing or technology sectors.
Ability to think big and leverage modern technology to drive talent and performance management initiatives.
A clear leader with a "can-do" attitude, capable of managing stakeholders across all areas of the business and securing buy-in for future initiatives.