Senior Manager, Talent Management

1 month ago

Hong Kong, Hong Kong SAR China Richemont Full time

“At Richemont, our most important asset are our people. We foster a culture where our people feel inspired, enabled to do their best and share their passion. Through strong partnerships, we shape an agile, innovative and inclusive environment, contributing to our Group’s transformation and growth.”

 

Richemont owns a portfolio of leading international ‘Maisons’ (brands) which are recognized for their distinctive heritage, craftsmanship, and creativity. This is a unique opportunity to lead the APAC region through Richemont’s global transformation agenda towards New Retail and explore new ways to engage our clients in the ever-changing retail environment.

 

This is a critical regional position to champion a company’s efforts to attract, develop, and keep the best employees, with focus on designing and implement programs for performance management, talent review, succession planning and talent development. This position work closely with business leaders and HR Business Partners in APAC (7000+ employees in 8 markets) to identify talent needs and create strategic solutions for improving skills. Outgoing people that love getting in touch with people, adult learning and organizational development can thrive in this role.

 

KEY RESPONSIBILITIES

 

This is an individual contributor role, with report line to Regional Talent Director of APAC, based in Hong Kong, with the below key responsibilities:

 

DESIGN, COMMUNICATE AND DRIVE TALENT DEVELOPMENT FRAMEWORK AND MASTER PLANNING

  • This role adds important values to define the Talent Development strategic focuses, framework, design the programs master plan. Partner closely with business leaders, line managers, key talents and HRBPs to communicate, align and execute the plan with excellence.
  • Establish ways to measure the total effectiveness of all development programs. This role is expected to carefully monitor and report development-related data and statistics. After analyzing this information, this role then partner closely with business and HRBPs to focus on improving employee abilities and strengthening the skill set of a company’s existing workforce.

 

DESIGN & IMPLEMENT TALENT DEVELOMENT PROGRAMS

  • Work with business leaders to identify individual and collectives’ initiatives that facilitate key talents development.
  • Collaborate with Learning and Development, Internal Communication and Rewards to design development programs for key talents. Make sure that key talents get needed resources and information to effectively lead their business and organization towards strategic goals.
  • Ensures that leadership development happens at an appropriate level that meets the current and future needs of Richemont APAC.

 

FACILITATE TALENT REVIEWS AND SUCCESSION PLANNING

  • Managing the overall Talent Management cycle in a systemic way for the total APAC region is crucial. This role adds important values to support the Regional Talent Management Director to implement and facilitate the Regional level Talent Review and Succession Planning sessions, communicate strategically and effectively with all stakeholders, markets and maisons to ensure full alignment and impact optimization.
  • Partner with HRBPs to develop the effective platform for cross-maison talent review and talent move discussion. Facilitate, follow up, and evaluate the actual impacts.

 

GET IN TOUCH WITH KEY TALENTS AND CONTACT TALENT ASSESSMENT

  • Spend dedicated time to get in touch our key talents, especially the Next-generation young talents, by understand them as individuals, utilizing talent development strategies, tools, and processes to provide development recommendations.

 

UPSKILLS LINE MANAGERS AND HRBPS ON TALENT MANAGEMENT PHILOSOPHIES AND TOOLS

  • Enabling the line managers and HRBPs on talent management philosophies and tools is a sustainable way to ensure talent assessment quality and optimize talent development impacts. This position plays important role to partner with Learning & Development Team closely to upskill line managers and HRBPs in the markets and maisons, then provide partnership to ensure quality talent assessment, development and succession planning discussion.

 

LEAD TALENT MANAGEMENT AND TALENT ACQUISITION KEY PROJECTS AT REGIONAL LEVEL

  • In includes regional projects, global deployment and local implementations. Excellence engagement, full alignment and execution excellence are the key expected outcomes of the projects.

 

WHO WE ARE LOOKING FOR

 

WORKING EXPERIENCES

 

Talent Management Sr. Manager should have a passion for developing employees and excellent communication skills.

 

We are seeking candidates with a bachelor’s degree or master’s degree, and a minimum of eight to ten years of experience in human resources, organizational development, and talent development. The following skills are essential to getting the job done:

 

  • HR generalist skills – often work with human resources departments to implement employee development strategies, so should be with strong customer mindset.
  • Collaborative leadership – working with various leadership stakeholders to steer overall talent development strategies is an essential task for this role
  • Data analysis –the ability to collect, gather, and analyze data and present concise actionable results
  • Project management –oversee the delivery of talent management programs and manage multiple resources to achieve objectives
  • Instructional development – understanding adult learning methods and instructional design is essential for this role to develop effective program design
  • Public speaking –must be able to clearly present on a wide variety of career related topics
  • Communication skills – building strong relationships is a must-have skill to connect with multiple leaders and employees.
  • Writing skills –commonly synthesize the findings and publish written reports and program materials
  • Organizational skills – strong planning, organizational development, and problem solving skills are essential.

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