42 Career Advancement Opportunities jobs in Singapore

At PSA, we believe our people are core to the overall success of our business. We are committed to develop our employees, cultivate a culture of innovation, sustainability and excellence, and create a supportive environment that inspires trust and collaboration.

Working in the Leadership and Talent Development department at PSA Singapore, the successful candidate will be responsible for the implementation of PSA’s talent management strategy and initiatives to grow talents and quality leadership pipelines for PSA Singapore, as well as meet SEA and other global business needs.

This role’s key scope of work and result areas are:

• Develop / review relevant programmes and initiatives to meet the short, medium and long-term talent planning objectives
• Facilitate talent review and succession planning processes to identify and develop talent for leadership and business critical roles.
• Perform data analytics and develop relevant databases, metrics and visualisation dashboards to generate talent insights
• Implement talent programmes and initiatives to drive talent development and engagement. This includes working with line departments to develop or refine success profiles and individual development roadmaps, facilitating and tracking talent rotations and progress of development plans, and conducting career chats.
• Support the performance appraisal process
• Support the team in the delivery of any other leadership and career development initiatives where required

Requirements

• Possess a bachelor’s degree, with at least 5 years of relevant experience in talent management in an MNC/large organisation
• Proven hands-on experience in developing and executing talent development initiatives
• High learning agility and strong analytical skills
• Excellent communication and interpersonal skills
• Strong project management, facilitation and influencing skills
• Driven and comfortable with handling multiple priorities. Has good process thinking and a keen eye for details.
• Able to work collaboratively in a dynamic, fast-paced environment
• Strong proficiency in working with data, MS Excel and data visualisation tools (e.g. Power BI). Has good proficiency in MS Powerpoint.

Only shortlisted candidates will be notified.

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Job Description:

Our client is a global leader in medical technology, committed to advancing healthcare through innovation. With a presence in Asia Pacific, the company designs and manufactures cutting-edge solutions that improve patient outcomes and support healthcare professionals. They are now seeking an experienced Senior Director, Talent Management and this individual will lead the development and execution of talent strategies across the organization to support the company’s growth, innovation, and global impact. This executive will oversee key areas such as succession planning, leadership development, performance management, organizational effectiveness, and talent development at all levels.

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Key Responsibilities:

• Design and implement a global talent management strategy aligned with business objectives, future capabilities, and workforce planning.
• Architect and execute programs to identify, develop, and retain high-potential talent and future leaders.
• Build and maintain robust succession pipelines for executive and critical roles across the business.
• Lead the performance management framework and support a high-performance culture through tools, feedback processes, and leadership coaching.
• Drive talent analytics and insights to inform strategic decisions on structure, roles, and workforce optimization.
• Champion DEI initiatives across the organization, ensuring inclusive leadership and equitable talent practices.
• Partner with senior business leaders, HRBPs, and global COEs to ensure talent strategies are embedded and executed effectively across all business units and geographies.
• Represent the talent function at board, investor, or global leadership levels when required.

Requirements:

• Bachelor's degree in HR, Business, Organizational Psychology, or related field; Master’s or MBA preferred
• At least 15+ years of progressive HR and talent leadership experience, within MedTech, healthcare, life sciences, or related sectors
• Proven track record of developing and executing enterprise-wide talent strategies in complex, matrixed organizations
• Deep expertise in leadership development, succession planning, and change management
• Strong analytical acumen and experience using data to drive talent decisions
• Exceptional leadership, influence, and communication skills at the executive level
• Passionate about talent, innovation, and creating a purpose-driven culture

EA Licence No: 23S1615

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Senior Talent Management Specialist, SEA Senior Talent Management Specialist, SEA

10 hours ago Be among the first 25 applicants

Direct message the job poster from PrimeStaff Management Services

Our client is a well-established international consulting group with a growing presence across the Asia Pacific region. Operating within a hub-and-spoke model across 6+ countries in SEA, the firm also coordinates closely with Global Delivery Centers (GDCs) and global service lines to support large-scale transformation projects across multiple industries. As part of this growth, they are hiring a Senior HR Specialist to strengthen project delivery. This pivotal role ensures that teams are staffed effectively - aligning the right expertise to the right engagements while supporting professional growth and business outcomes.

Senior Talent Management Specialist, SEA

Perm | Hybrid

ABOUT THE ROLE

As a strategic operations partner to consulting leadership across Southeast Asia region , you'll manage resource deployment of up to 100 Associate/Consultants across diverse industry practices . You will be instrumental in driving Project Lifecycle alignment and utilization forecasting algorithms to meet business demands. You will leverage capacity planning models , resource optimization dashboards , and staffing analytics to inform agile deployment decisions and maintain optimal project readiness across multiple functions and geographies.

3 MUST–HAVE REQUIREMENTS:

• Bachelor’s degree in Business, Organizational Psychology, or an Operations-related field, with 5–7 years of experience in Human Resources (ideally in resource management, or talent management). Proven ability to independently manage large consultant cohorts (up to 100 internal associates/consultants) across Southeast Asian markets , aligning the right skills to the right projects while supporting individual development in a regional or cross-border capacity.
• Familiarity with consulting talent models , including how internal staffing supports career evolution and talent development and case team effectiveness . Exposure to change management , performance feedback frameworks, or coaching initiatives .
• Participation in or leadership of operations excellence projects or team-based workflow improvements. Excellent communication skills with confidence engaging senior stakeholders and navigating competing priorities . Demonstrated strong problem-solving skills and sound judgment in fast-paced, dynamic environments.

4 NICE–TO-HAVE QUALITIES:

• Experienced in managing centralized resourcing requests through structured governance frameworks. Providing deployment oversight, career support, and coaching . Experienced in facilitating staffing discussions and case team planning with senior stakeholders such as Partners or Directors.
• Familiar in resource utilization monitoring , with hands-on experience , including the use of workflow governance protocols and predictive analytics models to anticipate capacity surges, bench exposure, and cross-border deployment needs. Proposing adjustments and maintaining a healthy staffing pyramid across levels. Detail-oriented in operational execution - from ensuring staffing system accuracy and workflow follow-through to maintaining data integrity that supports effective decision-making.
• Working knowledge of Resourcing/staffing-related systems or tools (e.g., databases, dashboards) to support analytics and planning. Experience collaborating with cross-functional teams (HR, Finance, Training, etc.) to support business needs. A continuous improvement mindset with a track record of refining internal processes.
• Experience partnering with global service lines to integrate resourcing forecasts , and supporting deployment across specialized functions such as Digital, M&A, and Operations Transformation practices .
• Primarily experienced in TA, recruitment, Talent Sourcing, Employer Branding, Candidate Experience, Interview Management, Onboarding, Talent Attraction or Managing External Hiring pipelines
• Have no experience in internal resource/talent deployment, workforce planning, or project-based Internal resourcing or talent management.

Only shortlisted applicants will be contacted .

Seniority level

• Seniority level Associate

Employment type

• Employment type Full-time

Job function

• Job function Human Resources
• Industries Strategic Management Services and Business Consulting and Services

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Get notified about new Talent Management Specialist jobs in Singapore, Singapore .

Assistant Manager Talent Acquisition & Staffing (Corporate Recruitment) Associate Learning & Development and HR Projects Specialist Talent & Organization Development Manager Global Talent Management Senior Specialist – Early Career Experience Associate Learning & Development and HR Projects Specialist Associate, People Experience & Talent Operations Senior Global Talent Partner - Talent Management Manager, Talent Acquisition Project Management Senior / HR Executive (Employee Engagement & Talent Management) Senior Talent Management & Special Projects Specialist - Monee, People Team Senior Specialist, Human Resource (People Relations) Assistant Manager/Deputy Manager (Talent Acquisition)

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Senior Manager, HRBP & Talent Management

Join to apply for the Senior Manager, HRBP & Talent Management role at Vertiv

Senior Manager, HRBP & Talent Management

Join to apply for the Senior Manager, HRBP & Talent Management role at Vertiv

Get AI-powered advice on this job and more exclusive features.

Direct message the job poster from Vertiv

Vertiv is seeking a highly efficient and dedicated Senior Human Resources Business Partner with experience in Talent Management to join our High Performing team based in Singapore. You will lead the HR functions for Japan, South Korea & Singapore.

Key Purpose of this role

To serve in a dual capacity as both a HR Business Partner & Talent Management Specialist for Singapore, Japan & South Korea. You will be a trusted advisor to people managers & staff on all HR matters as well as deliver on people agenda & drive talent management excellence through innovative succession planning, leadership development & performance optimization strategies.

Who we are:

At Vertiv, we're on a mission to empower the people that will power the future. From a simple swipe to life-changing medicines, from push notifications to generative AI. We design, manufacture, and service the products and solutions that keep the world connected. With $6.9 billion in revenue, a strong customer base and global reach spanning over 130 countries, we are uniquely positioned to deliver greater value to our customers and create new opportunities for our people.

Why Join Vertiv?

• Meaningful & Fulfilling Work
• Inspiring & Caring Leaders in the industry
• Recharge Your Potential
• Insurance & Leave Benefits

Salary & Travel:

• Base + Super + Bonus
• Occasional Travel to South Korea & Japan required
• 3 Direct Reports

Responsibilities:

• Implement HR strategies & Talent Management process' aligning with business imperatives fostering a high-performance culture.
• Be a trusted advisor, providing guidance on talent management & engagement, workforce planning, leadership development, performance reviews & other HR related matters.
• Adopt a data-driven approach, through data analysis to develop HR solutions driving performance & engagement.
• Refine & implement succession planning processes identifying high-potential talent & create leadership pipelines for critical roles.
• Create individual development plans for top talent aligning with both organizational needs & personal aspirations.
• Support the rollout of global and regional learning interventions.
• Act as a champion for company culture, promoting a positive and inclusive work environment.
• Review onboarding process for new hires into the organization & set them up for success.
• Guide & support leaders & teams through organizational growth and changes.
• Stay ahead of industry trends & legislative changes, making necessary adjustments to company policies & practices as well as ensure full compliance with local labor laws.
• Manage complex employee relations issues, conduct investigations, ensure fair resolution
• Reviews & other HR related matters.

Requirements:

• 8+ years overall Human Resources experience
• 3+ years minimum experience in a Human Resources Business Partner role.
• Experience in designing and implementing talent development programs.
• Proven ability to build relationships and manage stakeholders at all levels.
• Strong analytical skills and the ability to use data to drive decision-making and solve complex HR challenges.

OUR CORE PRINCIPALS: Safety. Integrity. Respect. Teamwork. Diversity & Inclusion.

OUR STRATEGIC PRIORITIES

• Customer Focus
• Operational Excellence
• High-Performance Culture

OUR BEHAVIORS

• Own It
• Act With Urgency
• Foster a Customer-First Mindset
• Think Big and Execute
• Lead by Example
• Learn and Seek Out Development

At Vertiv, we're on a mission to empower the people that will power the future. From a simple swipe to life-changing medicines, from push notifications to generative AI. We design, manufacture, and service the products and solutions that keep the world connected. With $6.9 billion in revenue, a strong customer base and global reach spanning over 130 countries, we are uniquely positioned to deliver greater value to our customers and create new opportunities for our people.

Vertiv is an Equal Opportunity/Affirmative Action employer. We promote equal opportunities for all with respect to hiring, terms of employment, mobility, training, compensation, and occupational health, without discrimination as to age, race, color, religion, creed, sex, pregnancy status (including childbirth, breastfeeding, or related medical conditions), marital status, sexual orientation, gender identity / expression (including transgender status or sexual stereotypes), genetic information, citizenship status, national origin, protected veteran status, political affiliation, or disability. If you have a disability and are having difficulty accessing or using this website to apply for a position, you can request help by sending an email If you are interested in applying or learning more about this role, please visit the company's career page located on Vertiv.com/Careers

Seniority level

• Seniority level Mid-Senior level

Employment type

• Employment type Full-time

Job function

• Job function Human Resources
• Industries Electric Lighting Equipment Manufacturing and Electrical Equipment Manufacturing

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Title: Senior Manager Group Talent Management

Location:

Novena Square, SG, SG

Global Business Unit: OTH

Job Function: Human Resources

Requisition Number: 189687

Description

Job Summary

You will play a critical role in advancing DKSH’s enterprise-wide Talent agenda. This role supports the Global Head of Talent and Capability Development in shaping and executing strategies to strengthen the company’s leadership pipeline, enhance succession planning, and support data-informed workforce strategies and decisions. The role is responsible for managing and continuously improving the global Talent Review and Succession Planning process, designing and deploying senior leadership development programs, and creating practical, scalable frameworks and tools to support career development, internal mobility and inclusive Talent practices.

General Responsibilities

Talent Review & Succession Planning

• Drive the global Talent Review and Succession Planning cycle across markets, business units, and functions
• Integrate DEI analysis and considerations into succession and Talent planning processes to strengthen pipeline representation.
• Partner, guide and capability-build HRBPs and stakeholders in the identification, assessment and development of Talent to embed consistent Talent standards and support the development of a robust global leadership pipeline
• Analyse and synthesise Talent insights across Business Units and Functions to inform enterprise-level workforce strategies

Talent Analytics & Insights

• Conduct Talent and workforce analysis across all Business Units and Functions to identify trends, gaps, and risks across the organization that are used to inform strategic workforce and succession planning decisions
• Develop dashboards and reporting tools that enable HR and business leaders to act on insights

Senior Leadership Development

• Design and deliver leadership development initiatives for senior leaders, aligned with DKSH’s strategic priorities
• Research, source/design and implement Group-wide leadership development tools (e.g. psychometrics, multi-feedback, coaching, mentoring, etc.) to provide appropriate solutions to support Senior Leadership Development
• Partner with internal and external providers to ensure impactful, measurable learning solutions
• Track and report on program outcomes to continuously improve effectiveness
• Act as the internal subject matter expert for the HR community in developing content for local leadership development programs

Career Development

• Develop Group-level strategies, frameworks, platform and initiatives to facilitate career development and internal Talent movement

Talent Technology & Process Improvement

• Partner with IT teams as Business Process Owner to drive continuous improvement in our Human Capital Management systems and dashboards to ensure a seamless offline-online Talent management process that is user-friendly and collects the right data/information for meaningful analysis and data-informed decisions and action-taking

Functional Skills And Knowledge

• Minimum 8 years of experience in Talent Management and Leadership Development within multinational organizations
• Experience in leading talent reviews, succession, or high-potential programs
• Experience working on or leading projects with multi-market/unit breadth and multiple stakeholders
• Experience collaborating with IT on talent systems platform improvement
• Expertise in designing leadership programs, career development frameworks, and mobility initiatives

Education

• Degree in Human Resources, Organizational Psychology or a related disciplin
• Professional certification in psychometric assessments is an added advantage (e.g. Hogan Assessments, DISC, Gallup StrengthsFinder, Myers-Briggs Type Indicator, etc.)

Requisition Number: 189687

Job Function: Human Resources

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Vice President, Global Talent Management Vice President, Global Talent Management

1 month ago Be among the first 25 applicants

Direct Recruiter at MUFG Bank, Singapore via Robert Walters | Talent Acquisition, HR

Purpose of role:

The Vice President, Global Talent Management, is a team member of the Global Talent, Learning and Culture team within Global Human Resources (GHR).

The Talent Management team focuses on talent identification/review and associated processes, including Talent Review, succession/contingency planning, promotions, individual development planning (IDP). The main purpose of this role is to deliver impactful, integrated global talent strategies that empower a brighter future for our people and our business.

The role holder will work with teams across HR and MUFG to support continuous organisational enhancement which helps MUFG achieve its vision to be the world's most trusted financial group. The role holder will partner with internal key stakeholders and to develop, manage and deliver talent solutions.

Job Responsibilities:

• Contribute to the creation of innovative, evidence-based talent management strategies that align with and drive the organization's strategy
• Leverage talent data and analytics to understand return-on-investment and impact scenarios, inform the business, and identify and implement talent strategies for future workforce requirements
• Stay abreast of industry trends and best practices in Talent and the future of work, incorporating new methodologies and technologies as appropriate

Process Lead & Management: Consult with stakeholders to understand business priorities, identify requirements and propose effective solutions. Build out a multi-year strategy for one of the following (Responsibilities are to be split across three Talent Partner roles, with opportunity to rotate and lead different areas over time):

• Annual Promotions
• Talent Review & Succession Planning ("Know your Talent")
• Development Planning ("Grow your Talent")
• Continuously globalise and improve the above processes in line with the Global HR and business vision and strategy.
• Identify opportunities for improvement through undertaking internal diagnosis and process reviews in order to understand barriers and possible solutions, conducting external research into best practices and new ideas
• Monitor KPIs, SLAs and controls and suggest actions, working with partners in TL&C, HRCS, P&R, HRBA and Solutions to deliver effective processes and achieve desired outcomes.
• Contribute to the creation of innovative, evidence-based talent management strategies that align with and drive the organization's strategy
• Leverage talent data and analytics to understand return-on-investment and impact scenarios, inform the business, and identify and implement talent strategies for future workforce requirements
• Stay abreast of industry trends and best practices in Talent and the future of work, incorporating new methodologies and technologies as appropriate

Process Lead & Management: Consult with stakeholders to understand business priorities, identify requirements and propose effective solutions. Build out a multi-year strategy for one of the following (Responsibilities are to be split across three Talent Partner roles, with opportunity to rotate and lead different areas over time):

• Annual Promotions
• Talent Review & Succession Planning ("Know your Talent")
• Development Planning ("Grow your Talent")
• Continuously globalise and improve the above processes in line with the Global HR and business vision and strategy.
• Identify opportunities for improvement through undertaking internal diagnosis and process reviews in order to understand barriers and possible solutions, conducting external research into best practices and new ideas
• Monitor KPIs, SLAs and controls and suggest actions, working with partners in TL&C, HRCS, P&R, HRBA and Solutions to deliver effective processes and achieve desired outcomes.
• Contribute to the enhancement and optimization of all above initiatives by sharing views on best practice, business and geography insights, and ensuring successful implementation of all talent processes in every region.
• Leverages technologies to ensure a positive worker experience by proactively seeking information to solve Talent Enablement requests and create efficiencies

Talent Partnership: Business Line

• Consults with HR Business Advisors and Leaders for selected Global Business Group(s) to understand business priorities, identify requirements and establish effective talent & development solutions. Advise leaders on the effective utilization of development tools such as job assignments, job rotations, assessments, development programs, training, and coaching and mentoring
• Actively participate in business Talent meetings to provide expertise and challenge leaders to take inclusive and appropriate action on Talent. Recommend strategies to mitigate talent gaps through proactive measures
• Support partners in HR Business Advisory, HR Solutions and HR Central Services to deliver on critical Talent processes effectively.
• Provide 1:1 support to key Talent where required, to support the creation of robust development plans for critical successors.
• Communicate the full Talent Learning & Culture product suite to HR colleagues and leaders in a compelling and engaging way, to drive collaboration and impact.
• Provides thought leadership relating to Talent, Succession and Development to business leaders and business executives

Talent Partnership: Regional Responsibilities (one VP, Global Talent in each region)

• Collaborate with the Senior TL&C region lead, and Chief Human Resources Officer (CHRO) to respond to regional needs and understand the talent landscape and address talent gaps and development needs
• Responsible for the creation / oversight of regional and global talent committee documents
• Ensure compliance with regulatory expectations of Talent and Succession planning within the jurisdiction(s) covered
• Review the regional promotion pipeline in collaboration with HR Business Advisory/ CHRO, supporting the business to ensure that nominations fall within business plans, target operating models and role size requirements
• Respond to feedback received through formal and informal feedback channels in region, using qualitative and quantitative information to inform Talent-related decisions and drive forward the firmwide business strategy
• Support with the transition/ enhancement/ retirement of regional programmes as appropriate, through the transition towards a Global model.

Additional duties as required to support the agenda of GHR, as required

Job Requirements:

• In-depth knowledge of talent management principles, practices and tools
• Minimum 7 years of experience managing in a talent management or similar function across a complex global environment
• Experience working with managers and leaders to build a talent-driven organisation
• Proven strength in talent identification, performance management and talent development
• Minimum 5 years of experience managing projects with multiple stakeholders
• Experience driving a high performance culture in an organization through talent and development initiatives
• Proven experience in communicating and presenting confidently and competently to senior management

Functional / Technical Competencies:

• Strong written, verbal and interpersonal communication skills, able to adapt style and tone to suit the audience.
• Strong problem-solving skills, working with different stakeholders and managing priorities.
• Ability to work independently and autonomously to define and implement solutions.
• Strong leadership and influencing skills
• Strong decision making skills, the ability to demonstrate sound judgement
• Experience in managing multiple projects, deadlines and stakeholders
• Demonstrates an ability to prioritise a challenging workload and act with urgency, delivering to multiple, sometimes tight, deadlines
• Excellent attention to detail and ability to perform well in a pressurised environment

Education / Qualifications:

• Degree and experience in Human Resources or other similar field.

PERSONAL REQUIREMENTS

• A strong interest in Talent with a passion for identifying and developing a high performing workforce and making a difference
• Results driven, with a strong sense of accountability
• A creative and innovative approach to work
• A confident and strategic approach, with the ability to lead, motivate and provide clear direction to a high-performing team
• The ability to articulate and implement the vision and strategy for GHR

PERFORMANCE AND DUTIES

The role holder will be assessed in accordance with their employing entity's performance framework and process, with relevant input obtained from the dual-hatting entity as relevant.

As duties and responsibilities change, the job description will be reviewed and amended in consultation with the role holder. The role holder will carry out other duties within the scope, spirit, and purpose of the role as requested by their line manager or Department Head.

Seniority level

• Seniority level Executive

Employment type

• Employment type Full-time

Job function

• Job function Human Resources
• Industries Banking, Financial Services, and Investment Banking

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Get notified about new Vice President Talent Management jobs in Singapore, Singapore .

Assistant Vice President, Global HR Solutions Process Excellence Consultant, 12 Month FTC (Global - Location Agnostic) Vice President, Organisation & People (Total Rewards) Vice President, Human Resources, APAC incl. China Vice President, Organisational & People (Organisation Development) VP/AVP, HR Operations (Asset Management Firm) Vice President, Global Talent Management Vice President, Human Resources (Global Business Partnering)

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**Do you want your voice heard and your actions to count?**
Discover your opportunity with Mitsubishi UFJ Financial Group (MUFG), one of the world's leading financial groups. Across the globe, we're 120,000 colleagues, striving to make a difference for every client, organization, and community we serve. We stand for our values, building long-term relationships, serving society, and fostering shared and sustainable growth for a better world.
With a vision to be the world's most trusted financial group, it's part of our culture to put people first, listen to new and diverse ideas and collaborate toward greater innovation, speed and agility. This means investing in talent, technologies, and tools that empower you to own your career.
Join MUFG, where being inspired is expected and making a meaningful impact is rewarded.
**Purpose of role:**
The Vice President, Global Talent Management, is a team member of the Global Talent, Learning and Culture team within Global Human Resources (GHR).
The Talent Management team focuses on talent identification/review and associated processes, including Talent Review, succession/contingency planning, promotions, individual development planning (IDP). The main purpose of this role is to deliver impactful, integrated global talent strategies that empower a brighter future for our people and our business.
The role holder will work with teams across HR and MUFG to support continuous organisational enhancement which helps MUFG achieve its vision to be the world's most trusted financial group. The role holder will partner with internal key stakeholders and to develop, manage and deliver talent solutions.
**Job Responsibilities:**
+ Contribute to the creation of innovative, evidence-based talent management strategies that align with and drive the organization's strategy
+ Leverage talent data and analytics to understand return-on-investment and impact scenarios, inform the business, and identify and implement talent strategies for future workforce requirements
+ Stay abreast of industry trends and best practices in Talent and the future of work, incorporating new methodologies and technologies as appropriate
**Process Lead & Management:** Consult with stakeholders to understand business priorities, identify requirements and propose effective solutions _._ Build out a multi-year strategy for one of the following (Responsibilities are to be split across three Talent Partner roles, with opportunity to rotate and lead different areas over time):
+ Annual Promotions
+ Talent Review & Succession Planning ("Know your Talent")
+ Development Planning ("Grow your Talent")
+ Continuously globalise and improve the above processes in line with the Global HR and business vision and strategy.
+ Identify opportunities for improvement through undertaking internal diagnosis and process reviews in order to understand barriers and possible solutions, conducting external research into best practices and new ideas
+ Monitor KPIs, SLAs and controls and suggest actions, working with partners in TL&C, HRCS, P&R, HRBA and Solutions to deliver effective processes and achieve desired outcomes.
+ Contribute to the creation of innovative, evidence-based talent management strategies that align with and drive the organization's strategy
+ Leverage talent data and analytics to understand return-on-investment and impact scenarios, inform the business, and identify and implement talent strategies for future workforce requirements
+ Stay abreast of industry trends and best practices in Talent and the future of work, incorporating new methodologies and technologies as appropriate
**Process Lead & Management:** Consult with stakeholders to understand business priorities, identify requirements and propose effective solutions _._ Build out a multi-year strategy for one of the following (Responsibilities are to be split across three Talent Partner roles, with opportunity to rotate and lead different areas over time):
+ Annual Promotions
+ Talent Review & Succession Planning ("Know your Talent")
+ Development Planning ("Grow your Talent")
+ Continuously globalise and improve the above processes in line with the Global HR and business vision and strategy.
+ Identify opportunities for improvement through undertaking internal diagnosis and process reviews in order to understand barriers and possible solutions, conducting external research into best practices and new ideas
+ Monitor KPIs, SLAs and controls and suggest actions, working with partners in TL&C, HRCS, P&R, HRBA and Solutions to deliver effective processes and achieve desired outcomes.
+ Contribute to the enhancement and optimization of all above initiatives by sharing views on best practice, business and geography insights, and ensuring successful implementation of all talent processes in every region.
+ Leverages technologies to ensure a positive worker experience by proactively seeking information to solve Talent Enablement requests and create efficiencies
**Talent Partnership: Business Line**
+ Consults with HR Business Advisors and Leaders for selected Global Business Group(s) to understand business priorities, identify requirements and establish effective talent & development solutions. Advise leaders on the effective utilization of development tools such as job assignments, job rotations, assessments, development programs, training, and coaching and mentoring
+ Actively participate in business Talent meetings to provide expertise and challenge leaders to take inclusive and appropriate action on Talent. Recommend strategies to mitigate talent gaps through proactive measures
+ Support partners in HR Business Advisory, HR Solutions and HR Central Services to deliver on critical Talent processes effectively.
+ Provide 1:1 support to key Talent where required, to support the creation of robust development plans for critical successors.
+ Communicate the full Talent Learning & Culture product suite to HR colleagues and leaders in a compelling and engaging way, to drive collaboration and impact.
+ Provides thought leadership relating to Talent, Succession and Development to business leaders and business executives
**Talent Partnership: Regional Responsibilities (one VP, Global Talent in each region)**
+ Collaborate with the Senior TL&C region lead, and Chief Human Resources Officer (CHRO) to respond to regional needs and understand the talent landscape and address talent gaps and development needs
+ Responsible for the creation / oversight of regional and global talent committee documents
+ Ensure compliance with regulatory expectations of Talent and Succession planning within the jurisdiction(s) covered
+ Review the regional promotion pipeline in collaboration with HR Business Advisory/ CHRO, supporting the business to ensure that nominations fall within business plans, target operating models and role size requirements
+ Respond to feedback received through formal and informal feedback channels in region, using qualitative and quantitative information to inform Talent-related decisions and drive forward the firmwide business strategy
+ Support with the transition/ enhancement/ retirement of regional programmes as appropriate, through the transition towards a Global model.
Additional duties as required to support the agenda of GHR, as required
**Job Requirements:**
Essential:
+ In-depth knowledge of talent management principles, practices and tools
+ Minimum 7 years of experience managing in a talent management or similar function across a complex global environment
+ Experience working with managers and leaders to build a talent-driven organisation
+ Proven strength in talent identification, performance management and talent development
+ Minimum 5 years of experience managing projects with multiple stakeholders
+ Experience driving a high performance culture in an organization through talent and development initiatives
+ Proven experience in communicating and presenting confidently and competently to senior management
**Functional / Technical Competencies:**
Essential
+ Strong written, verbal and interpersonal communication skills, able to adapt style and tone to suit the audience.
+ Strong problem-solving skills, working with different stakeholders and managing priorities.
+ Ability to work independently and autonomously to define and implement solutions.
+ Strong leadership and influencing skills
+ Strong decision making skills, the ability to demonstrate sound judgement
+ Experience in managing multiple projects, deadlines and stakeholders
+ Demonstrates an ability to prioritise a challenging workload and act with urgency, delivering to multiple, sometimes tight, deadlines
+ Excellent attention to detail and ability to perform well in a pressurised environment
**Education / Qualifications:**
+ Degree and experience in Human Resources or other similar field.
**PERSONAL REQUIREMENTS**
+ A strong interest in Talent with a passion for identifying and developing a high performing workforce and making a difference
+ Results driven, with a strong sense of accountability
+ A creative and innovative approach to work
+ A confident and strategic approach, with the ability to lead, motivate and provide clear direction to a high-performing team
+ The ability to articulate and implement the vision and strategy for GHR
**PERFORMANCE AND DUTIES**
The role holder will be assessed in accordance with their employing entity's performance framework and process, with relevant input obtained from the dual-hatting entity as relevant.
As duties and responsibilities change, the job description will be reviewed and amended in consultation with the role holder. The role holder will carry out other duties within the scope, spirit, and purpose of the role as requested by their line manager or Department Head.
Mitsubishi UFJ Financial Group (MUFG) is an equal opportunity employer. We view our employees as our key assets as they are fundamental to our long-term growth and success. MUFG is committed to hiring based on merit and organsational fit, regardless of race, religion or gender.
At MUFG, our colleagues are our greatest assets. Our Culture Principles provide a roadmap for how each of our colleagues must think and act to become more client-obsessed, inclusive and innovative. They reflect who we are, who we want to be and what we expect from one another. We are excited to see you take the next step in exploring a career with us and encourage you to spend more time reviewing them!
**Our Culture Principles**
+ Client Centric
+ People Focused
+ Listen Up. Speak Up.
+ Innovate & Simplify
+ Own & Execute

Key Responsibilities

• Collaborate with internal stakeholders to assess and align recruitment needs across departments.
• Define role requirements, candidate profiles, and selection criteria for various positions.
• Manage talent sourcing through a range of channels including career portals, job boards, social media, print advertising, external recruiters, and relevant government agencies.
• Review applications and conduct candidate screening via calls or emails; coordinate and evaluate pre-interview assessments.
• Develop structured interview questions and lead interviews (in-person or virtual) with shortlisted candidates.
• Contribute to workforce planning by preparing hiring forecasts aligned with organizational goals.
• Design and implement recruitment strategies that reflect industry trends and evolving workforce expectations.
• Build and maintain a strong candidate database by nurturing relationships with prospective and past applicants.
• Oversee Work Pass applications for foreign hires, including new submissions and renewals.
• Lead and continuously improve the onboarding experience for new hires.
• Design and manage internship and management trainee programs to support talent development pipelines.
• Drive employee engagement initiatives such as HR dialogues and internal communication programs.
• Support career development and succession planning efforts through structured learning and development initiatives.
• Conduct training needs analyses and coordinate relevant learning programs, including those with available government funding.
• Research, recommend, and implement appropriate training and upskilling opportunities.
• Develop and deliver in-house training modules to support operational and professional growth.
• Participate in planning and execution of employee welfare activities and staff engagement events.
• Maintain up-to-date documentation of HR processes and support general HR operations.
• Handle other related HR administrative tasks and responsibilities as required.

Requirements

• Diploma, Degree, or recognized certification in Human Resource Management, Business, or a related discipline
• Minimum of 4 years’ experience in a talent management, recruitment, or learning & development role.
• Solid understanding of HR operations, Singapore Employment Act, and regulatory compliance.
• Proactive, people-oriented, and able to thrive in a dynamic, service-focused environment.

Interested candidates who wish to apply for the advertised position, please click on “Apply”. We regret that only shortlisted candidates will be notified.

EA License No.: 01C4394 (PERSOLKELLY Singapore PTE LTD)

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Job Summary

You will play a critical role in advancing DKSH’s enterprise-wide Talent agenda. This role supports the Global Head of Talent and Capability Development in shaping and executing strategies to strengthen the company’s leadership pipeline, enhance succession planning, and support data-informed workforce strategies and decisions. The role is responsible for managing and continuously improving the global Talent Review and Succession Planning process, designing and deploying senior leadership development programs, and creating practical, scalable frameworks and tools to support career development, internal mobility and inclusive Talent practices.

General Responsibilities

Talent Review & Succession Planning
• Drive the global Talent Review and Succession Planning cycle across markets, business units, and functions
• Integrate DEI analysis and considerations into succession and Talent planning processes to strengthen pipeline representation.
• Partner, guide and capability-build HRBPs and stakeholders in the identification, assessment and development of Talent to embed consistent Talent standards and support the development of a robust global leadership pipeline
• Analyse and synthesise Talent insights across Business Units and Functions to inform enterprise-level workforce strategies
Talent Analytics & Insights
• Conduct Talent and workforce analysis across all Business Units and Functions to identify trends, gaps, and risks across the organization that are used to inform strategic workforce and succession planning decisions
• Develop dashboards and reporting tools that enable HR and business leaders to act on insights
Senior Leadership Development
• Design and deliver leadership development initiatives for senior leaders, aligned with DKSH’s strategic priorities
• Research, source/design and implement Group-wide leadership development tools (e.g. psychometrics, multi-feedback, coaching, mentoring, etc.) to provide appropriate solutions to support Senior Leadership Development
• Partner with internal and external providers to ensure impactful, measurable learning solutions
• Track and report on program outcomes to continuously improve effectiveness
• Act as the internal subject matter expert for the HR community in developing content for local leadership development programs
Career Development
• Develop Group-level strategies, frameworks, platform and initiatives to facilitate career development and internal Talent movement
Talent Technology & Process Improvement
• Partner with IT teams as Business Process Owner to drive continuous improvement in our Human Capital Management systems and dashboards to ensure a seamless offline-online Talent management process that is user-friendly and collects the right data/information for meaningful analysis and data-informed decisions and action-taking

Functional Skills and Knowledge

• Minimum 8 years of experience in Talent Management and Leadership Development within multinational organizations
• Experience in leading talent reviews, succession, or high-potential programs
• Experience working on or leading projects with multi-market/unit breadth and multiple stakeholders
• Experience collaborating with IT on talent systems platform improvement
• Expertise in designing leadership programs, career development frameworks, and mobility initiatives

Education

• Degree in Human Resources, Organizational Psychology or a related disciplin
• Professional certification in psychometric assessments is an added advantage (e.g. Hogan Assessments, DISC, Gallup StrengthsFinder, Myers-Briggs Type Indicator, etc.)