Position Title: Leadership & Capability Development, General Manager
Work Location: Johor
Type of Employment: Contract (2 years)

Job Summary:
The general manager of leadership and capability development is in charge of creating, carrying out, and overseeing all-encompassing learning and development plans while making sure that the workforce of the company supports the long-term aims and business goals of the client. In addition to supporting long-term talent development, succession planning, and capability assessment projects, this function places a strong emphasis on providing workers with the skills, knowledge, and competencies they need and cultivating a culture of continuous improvement.

Key Responsibilities:

Learning and Development Strategy:

• Create and implement a thorough learning and development plan in line with the organisational objectives of the client.
• In accordance with the client's leadership framework, oversee the development and implementation of leadership development programs designed to foster leaders at all levels, from leading oneself to leading the company.
• Make that the staff is prepared to meet changing company demands by identifying and filling functional competency gaps through focused training initiatives.

Talent Management Programs:

• High-Potential (HiPo) Program: Create and carry out programs to develop and get high-potential workers ready for leadership positions in the future.
• Management of Internships: Oversee internship programs that support the government's goals to cultivate young people and act as a vital source of hiring.
• Graduate Management Program (GMP): Oversee the GMP to expedite the preparation of recent graduates for important organisational positions.

Succession Planning and Talent Development:

• Collaborate with leadership teams to establish a structured succession planning process to identify and develop key talent.
• Ensure a sustainable pipeline of successors for critical roles to secure long-term business continuity.
• Lead initiatives for high-potential (HiPo) employee development, creating tailored growth plans for future leaders.

Capability Assessment and Development:

• Create and oversee personnel capability assessment tools, making sure they are in line with organisational requirements, leadership skills, and job specifications.
• Make use of assessment results to assist with development, talent optimisation, and workforce planning.
• Work together with business divisions to efficiently map talent and match worker competencies to strategic goals.

Operational Excellence in Learning Facilities:

• Facilitate effective, high-quality learning programs to maximise the usage of the on-site training facility.
• Make sure that planned development efforts are carried out smoothly in order to optimise employee engagement and skill development.

Framework and Process Design:

• Create and execute capacity frameworks that are suited to different job levels and functions while making sure they are in line with the business priorities of the client.
• Review and update frameworks frequently to take into account new developments in the industry and business trends.
• Assign workers to positions that best suit their qualifications and the demands of the company by offering them well-organised instruction.

Continuous Improvement and Stakeholder Engagement:

• Monitor the effectiveness of learning and capability development programs, using data-driven approaches to refine and enhance outcomes.
• Collaborate with stakeholders, including department heads and HR business partners, to align learning initiatives with business priorities.
• Engage with external benchmarking studies to ensure Client's strategies remain competitive and innovative.

Key Requirements:

• A bachelor's degree in business, organisational development, human resources, or a similar discipline.
• 20 years or more of expertise in capability assessment, personnel management, or learning and development, with at least 8 of those years spent in a leadership position.
• proficiency with contemporary learning tools and technologies.
• Outstanding stakeholder management abilities, including cross-functional collaboration and impact.
• competence with learning and capability management-related HR systems, tools, and technologies.
• An additional benefit would be being an HRD Corp. Certified Trainer.

*Only shortlisted candidate will be notified.