1,099 Senior Hr Managers jobs in Singapore

OUR CLIENT

Engineering MNC

HIGHLIGHTS

1. Job stability with good career progression

2. Shuttle bus service

3. Cohesive and Dynamic work environment

LOCATION

North / North-east

Responsibilities

Talent Strategy & Planning

• Develop and execute talent management strategies aligned with business objectives and workforce needs in the engineering domain.
• Partner with business leaders to identify critical roles and future talent requirements.
• Lead workforce planning initiatives to ensure sustainable talent pipelines.

Performance & Succession Management

• Drive the annual performance management cycle, including goal setting, performance reviews, calibration, and development planning.
• Design and implement succession planning frameworks for key technical and leadership roles.
• Facilitate talent review discussions and identify high-potential employees.

Learning & Development

• Collaborate with internal and external stakeholders to design technical and leadership development programs.
• Implement competency frameworks to support career pathing and skills development.
• Monitor effectiveness of training programs and adjust based on feedback and business needs.

Employee Engagement & Retention

• Design and implement employee engagement surveys and action plans.
• Analyze attrition trends and propose interventions to retain critical talent.
• Support employer branding initiatives to position the company as an employer of choice in the engineering sector.

Stakeholder Management

• Partner with HRBPs and business leaders to deliver talent programs and solutions.
• Liaise with external vendors, educational institutions, and government agencies (e.g. WSG, SkillsFuture) on talent initiatives and grants.

Requirements

• Bachelor's degree in Human Resources, Business Administration, Engineering, or related field.
• Minimum 10 years of experience in Talent management.
• Strong understanding of talent needs in engineering/manufacturing environments.
• Proven experience in implementing talent development and succession planning frameworks.
• Strong interpersonal and communication skills with ability to engage senior stakeholders.
• Familiarity with Singapore labor laws, MOM guidelines, and relevant talent development grants.

Interested applicants, please Click on the Apply icon.

We regret to inform you that only shortlisted applicants will be contacted.

EA Reg No: R Canice Sar)

EA License No: 21C0434

Work with Hiring Divisions on meeting manpower needs
Develop, execute and evaluate attraction and recruitment strategies
Screen, shortlist and arrange interviews with shortlisted candidates
Conduct Interviews and reference checks, where necessary
Administer and improve onboarding process
Prepare Appointment Letters and other HR-related documents.
Liaise with internal & external parties for recruitment related activities
Participate in recruitment efforts For e.g. Career Fairs, Walk in Interviews and Virtual Interviews
Prepare HR reports and statistics
Data entry / checking, track and monitor data / various recruitment metrics
Job Holder Requirements:
Qualification: Diploma / Bachelor Degree

• Experience: Preferably with 2 years of HR related experience or equivalent
• Other Knowledge / Skills / Attributes:

Proficient in Microsoft Office
Strong interpersonal and communication skills to effectively interact with stakeholders of all
levels
Excellent organizational skills with the ability to prioritize tasks
Meticulous and an eye for detail
Strong and creative in problem-solving
Ability to work independently and as part of a team
Please send your resume to***@pcf.org.sgindicating current and expected salary.
We regret that only shortlisted candidates will be notified.
Note:In compliance with Personal Data Protection guidelines, we do not require indication of your NRIC or Foreign Identification numbers in your CV/Job Application Form. Your CV and/or Job Application will be retained for a period of 1 year, and we will respectfully destroy these documents thereafter (in the event your job application is unsuccessful).
Be careful - Don’t provide your bank or credit card details when applying for jobs. Don't transfer any money or complete suspicious online surveys. If you see something suspicious, report this job ad .
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The
Manager, HR (Talent Management)
is a critical, strategic leadership role responsible for shaping and executing SIA Engineering Company's end-to-end
Talent Management
strategy.

Reporting to the VP HR (Talent Management & Organisation Development), and managing a team of two direct reports, this role will be instrumental in ensuring the Company maintains a high-performing, future-ready workforce. The incumbent will design, implement, and steward key programs across
Talent Development, High Potential Identification, Leadership Mobility, Succession Planning, and Performance Management
, ensuring alignment with overall organisational goals and long-term business strategy.

Role Accountabilities: Key Deliverables

This role is responsible for the strategic oversight and operational execution of the following core areas:

Talent Strategy & Succession Planning

• Lead the development and execution
  of the comprehensive Talent Management Framework, focusing on the identification, assessment, and targeted development of
  High-Potential Employees (HPEs)
  .
• Manage, coach, and develop a team of two direct reports
  to achieve operational excellence and support the Company's talent objectives.
• Design and drive strategic talent mobility and rotation initiatives
  to cultivate versatile leaders and specialists across the organisation.
• Develop and maintain robust succession plans
  for critical leadership and specialist roles, partnering closely with leadership team to identify and prepare potential successors.
• Conduct rigorous talent pipeline analytics
  , including monitoring HPE attrition and assessing pipeline health, to proactively identify systemic gaps and trigger strategic process enhancements.
• Oversee and champion key development interventions
  for HPEs, including advanced leadership programs, professional development, and formal coaching/mentoring initiatives.

Performance Management & Career Development Framework

• Strategically design, implement, and maintain
  the company's annual Performance Management Framework, including the management of the HR technology platform. Ensure the system is consistent, fair, and legally compliant through rigorous
  standards calibration
  .
• Develop and deploy targeted training and coaching
  for managers to enhance their capability in setting meaningful goals, conducting effective performance reviews, and using feedback as a tool for team development.
• Establish and roll out structured career pathways and development programs
  that clearly articulate growth opportunities for key talent segments, supporting career management across the organisation.

Workforce Pipeline Programs (Scholarship & Graduate Management)

• Provide strategic oversight for the full suite of scholarship programs
  (pre-service and internal) and the
  graduate program
  . This includes candidate identification, award management, internship coordination, and managing internal co-sponsorship for further education.
• Lead strategic deployment discussions
  with HR Business Partners (HRBPs) to ensure scholars are placed in roles that align with both their development trajectory and critical business needs.

HR Governance & Employee Experience

• Serve as the Secretary and coordinator
  for Board-level HR governance bodies, including the Staff Committee, Compensation & HR Committee, and Posting Committee. This includes managing materials preparation, action tracking, and ensuring smooth coordination across all HR stakeholders.
• Provide sophisticated data analysis and talent insights
  to inform strategic decision-making within the committees and persuade senior stakeholders to adopt strategic talent initiatives.
• Oversee the company's onboarding framework
  for all employees to facilitate rapid assimilation, enhance the employee experience, and improve early-stage effectiveness.

Key Qualifications & Skills

Qualifications and Experience

• Bachelor's degree in Human Resources, Business Administration, Organisational Development, or a related field.
• Minimum of 8-10 years of progressive HR experience, with a significant focus on Talent Management, Organisational Development, and/or Workforce Planning.
• Proven experience in leading and developing a team (direct reports is preferred).
• Demonstrated experience in managing complex, company-wide programs such as high-potential schemes, succession planning, and performance management.

Professional Competencies

• Strategic Acumen & Influence:
  Strong strategic thinking and problem-solving abilities, coupled with excellent communication and interpersonal skills to
  influence and collaborate effectively with senior leaders
  and gain buy-in for strategic initiatives.
• Data-Driven Decision Making:
  High proficiency in
  data analysis and HRIS systems
  , with a proven track record of synthesizing complex data into compelling narratives to support and persuade stakeholders.
• Results-Driven Leadership:
  Excellent people leadership skills, with the ability to
  inspire, motivate, and develop team members
  to foster a high-performing and cohesive team.
• Program Management & Execution:
  Exceptional coordination and organisational skills with meticulous attention to detail, ensuring the efficient and legally sound execution of company-wide HR programs.

We regret that only shortlisted candidates will be notified.

At SIA Engineering, we are committed to ensuring your personal information is protected and never misused. Personal data collected will be used or disclosed only for the purposes of your job application and potential employment with SIA Engineering, such as for assessing and evaluating your suitability for employment in any current or prospective position within the organization and verifying your identity and accuracy of the personal details and other information provided.

By submitting your application for this position, you consent to:

a) the collection, use and disclosure of your personal data by SIA Engineering for the purposes of your application and potential employment with SIA Engineering, including disclosing such personal data to any of SIA Engineering's subsidiaries, affiliates or related corporations (if necessary for the processing of your job application); and

b) SIA Engineering's retention of your personal data for 1 year for consideration of future job opportunities (where applicable)

Candidates are not required to pay SIA Engineering Company, any Agents, or Sub-Agents representing the organisation a recruitment fee or other fees relating to their application / employment.

The Manager, HR (Talent Management) is a critical, strategic leadership role responsible for shaping and executing SIA Engineering Company's end-to-end Talent Management strategy.

Reporting to the VP HR (Talent Management & Organisation Development), and managing a team of two direct reports, this role will be instrumental in ensuring the Company maintains a high-performing, future-ready workforce. The incumbent will design, implement, and steward key programs across Talent Development, High Potential Identification, Leadership Mobility, Succession Planning, and Performance Management, ensuring alignment with overall organisational goals and long-term business strategy.

Role Accountabilities: Key Deliverables

This role is responsible for the strategic oversight and operational execution of the following core areas:

Talent Strategy & Succession Planning

• Lead the development and execution of the comprehensive Talent Management Framework, focusing on the identification, assessment, and targeted development of High-Potential Employees (HPEs).
• Manage, coach, and develop a team of two direct reports to achieve operational excellence and support the Company's talent objectives.
• Design and drive strategic talent mobility and rotation initiatives to cultivate versatile leaders and specialists across the organisation.
• Develop and maintain robust succession plans for critical leadership and specialist roles, partnering closely with leadership team to identify and prepare potential successors.
• Conduct rigorous talent pipeline analytics, including monitoring HPE attrition and assessing pipeline health, to proactively identify systemic gaps and trigger strategic process enhancements.
• Oversee and champion key development interventions for HPEs, including advanced leadership programs, professional development, and formal coaching/mentoring initiatives.

Performance Management & Career Development Framework

• Strategically design, implement, and maintain the company's annual Performance Management Framework, including the management of the HR technology platform. Ensure the system is consistent, fair, and legally compliant through rigorous standards calibration.
• Develop and deploy targeted training and coaching for managers to enhance their capability in setting meaningful goals, conducting effective performance reviews, and using feedback as a tool for team development.
• Establish and roll out structured career pathways and development programs that clearly articulate growth opportunities for key talent segments, supporting career management across the organisation.

Workforce Pipeline Programs (Scholarship & Graduate Management)

• Provide strategic oversight for the full suite of scholarship programs (pre-service and internal) and the graduate program. This includes candidate identification, award management, internship coordination, and managing internal co-sponsorship for further education.
• Lead strategic deployment discussions with HR Business Partners (HRBPs) to ensure scholars are placed in roles that align with both their development trajectory and critical business needs.

HR Governance & Employee Experience

• Serve as the Secretary and coordinator for Board-level HR governance bodies, including the Staff Committee, Compensation & HR Committee, and Posting Committee. This includes managing materials preparation, action tracking, and ensuring smooth coordination across all HR stakeholders.
• Provide sophisticated data analysis and talent insights to inform strategic decision-making within the committees and persuade senior stakeholders to adopt strategic talent initiatives.
• Oversee the company's onboarding framework for all employees to facilitate rapid assimilation, enhance the employee experience, and improve early-stage effectiveness.

Key Qualifications & Skills

Qualifications and Experience

• Bachelor's degree in Human Resources, Business Administration, Organisational Development, or a related field.
• Minimum of 8-10 years of progressive HR experience, with a significant focus on Talent Management, Organisational Development, and/or Workforce Planning.
• Proven experience in leading and developing a team (direct reports is preferred).
• Demonstrated experience in managing complex, company-wide programs such as high-potential schemes, succession planning, and performance management.

Professional Competencies

• Strategic Acumen & Influence: Strong strategic thinking and problem-solving abilities, coupled with excellent communication and interpersonal skills to influence and collaborate effectively with senior leaders and gain buy-in for strategic initiatives.
• Data-Driven Decision Making: High proficiency in data analysis and HRIS systems, with a proven track record of synthesizing complex data into compelling narratives to support and persuade stakeholders.
• Results-Driven Leadership: Excellent people leadership skills, with the ability to inspire, motivate, and develop team members to foster a high-performing and cohesive team.
• Program Management & Execution: Exceptional coordination and organisational skills with meticulous attention to detail, ensuring the efficient and legally sound execution of company-wide HR programs.

We regret that only shortlisted candidates will be notified.

At SIA Engineering, we are committed to ensuring your personal information is protected and never misused. Personal data collected will be used or disclosed only for the purposes of your job application and potential employment with SIA Engineering, such as for assessing and evaluating your suitability for employment in any current or prospective position within the organization and verifying your identity and accuracy of the personal details and other information provided.

By submitting your application for this position, you consent to:

a) the collection, use and disclosure of your personal data by SIA Engineering for the purposes of your application and potential employment with SIA Engineering, including disclosing such personal data to any of SIA Engineering's subsidiaries, affiliates or related corporations (if necessary for the processing of your job application); and

b) SIA Engineering's retention of your personal data for 1 year for consideration of future job opportunities (where applicable)

Candidates are not required to pay SIA Engineering Company, any Agents, or Sub-Agents representing the organisation a recruitment fee or other fees relating to their application / employment.

Overview
The
Manager, HR (Talent Management)
is a critical, strategic leadership role responsible for shaping and executing SIA Engineering Company’s end-to-end
Talent Management
strategy.
Reporting to the VP HR (Talent Management & Organisation Development), and managing a team of two direct reports, this role will be instrumental in ensuring the Company maintains a high-performing, future-ready workforce. The incumbent will design, implement, and steward key programs across
Talent Development, High Potential Identification, Leadership Mobility, Succession Planning, and Performance Management , ensuring alignment with overall organisational goals and long-term business strategy.
Role Accountabilities: Key Deliverables
This role is responsible for the strategic oversight and operational execution of the following core areas:
Talent Strategy & Succession Planning
Lead the development and execution
of the comprehensive Talent Management Framework, focusing on the identification, assessment, and targeted development of
High-Potential Employees (HPEs) .
Manage, coach, and develop a team of two direct reports
to achieve operational excellence and support the Company's talent objectives.
Design and drive strategic talent mobility and rotation initiatives
to cultivate versatile leaders and specialists across the organisation.
Develop and maintain robust succession plans
for critical leadership and specialist roles, partnering closely with leadership team to identify and prepare potential successors.
Conduct rigorous talent pipeline analytics , including monitoring HPE attrition and assessing pipeline health, to proactively identify systemic gaps and trigger strategic process enhancements.
Oversee and champion key development interventions
for HPEs, including advanced leadership programs, professional development, and formal coaching/mentoring initiatives.
Performance Management & Career Development Framework
Strategically design, implement, and maintain
the company's annual Performance Management Framework, including the management of the HR technology platform. Ensure the system is consistent, fair, and legally compliant through rigorous
standards calibration .
Develop and deploy targeted training and coaching
for managers to enhance their capability in setting meaningful goals, conducting effective performance reviews, and using feedback as a tool for team development.
Establish and roll out structured career pathways and development programs
that clearly articulate growth opportunities for key talent segments, supporting career management across the organisation.
Workforce Pipeline Programs (Scholarship & Graduate Management)
Provide strategic oversight for the full suite of scholarship programs
(pre-service and internal) and the
graduate program . This includes candidate identification, award management, internship coordination, and managing internal co-sponsorship for further education.
Lead strategic deployment discussions
with HR Business Partners (HRBPs) to ensure scholars are placed in roles that align with both their development trajectory and critical business needs.
HR Governance & Employee Experience
Serve as the Secretary and coordinator
for Board-level HR governance bodies, including the Staff Committee, Compensation & HR Committee, and Posting Committee. This includes managing materials preparation, action tracking, and ensuring smooth coordination across all HR stakeholders.
Provide sophisticated data analysis and talent insights
to inform strategic decision-making within the committees and persuade senior stakeholders to adopt strategic talent initiatives.
Oversee the company's onboarding framework
for all employees to facilitate rapid assimilation, enhance the employee experience, and improve early-stage effectiveness.
Key Qualifications & Skills
Qualifications and Experience
Bachelor's degree in Human Resources, Business Administration, Organisational Development, or a related field.
Minimum of 8-10 years of progressive HR experience, with a significant focus on Talent Management, Organisational Development, and/or Workforce Planning.
Proven experience in leading and developing a team (direct reports is preferred).
Demonstrated experience in managing complex, company-wide programs such as high-potential schemes, succession planning, and performance management.
Professional Competencies
Strategic Acumen & Influence:
Strong strategic thinking and problem-solving abilities, coupled with excellent communication and interpersonal skills to
influence and collaborate effectively with senior leaders
and gain buy-in for strategic initiatives.
Data-Driven Decision Making:
High proficiency in
data analysis and HRIS systems , with a proven track record of synthesizing complex data into compelling narratives to support and persuade stakeholders.
Results-Driven Leadership:
Excellent people leadership skills, with the ability to
inspire, motivate, and develop team members
to foster a high-performing and cohesive team.
Program Management & Execution:
Exceptional coordination and organisational skills with meticulous attention to detail, ensuring the efficient and legally sound execution of company-wide HR programs.
We regret that only shortlisted candidates will be notified.
At SIA Engineering, we are committed to ensuring your personal information is protected and never misused. Personal data collected will be used or disclosed only for the purposes of your job application and potential employment with SIA Engineering, such as for assessing and evaluating your suitability for employment in any current or prospective position within the organization and verifying your identity and accuracy of the personal details and other information provided.
By submitting your application for this position, you consent to:
a) the collection, use and disclosure of your personal data by SIA Engineering for the purposes of your application and potential employment with SIA Engineering, including disclosing such personal data to any of SIA Engineering’s subsidiaries, affiliates or related corporations (if necessary for the processing of your job application); and
b) SIA Engineering’s retention of your personal data for 1 year for consideration of future job opportunities (where applicable)
Candidates are not required to pay SIA Engineering Company, any Agents, or Sub-Agents representing the organisation a recruitment fee or other fees relating to their application / employment.
#J-18808-Ljbffr

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.

Department People

LevelExperienced (Individual Contributor)

LocationSingapore

The People team plays a crucial organisational role in Shopee by channeling important resources to key functions in the company. People are key to Shopee's growth, and as our business expands, so does the need to develop and support our employees.

About the Team:

The Regional Talent Management Team is responsible for strategically managing and developing talent across multiple regions within an organisation. This team plays a role in identifying, attracting, retaining and developing top talent to support the organisation's goals and objectives.

Job Description:

• Support the senior leaders in succession planning, to identify, groom and position high potential/top performing talents for leadership positions, targeting to maintain a competitive talent pool for next generation of leaders
• Analyze talent data and metrics to keep track of the talent health within the organization
• Implement talent strategies, solutions and frameworks to support business needs and drive optimal talent outcomes across the region
• Work closely with business leaders and key stakeholders across the region to drive key talent management initiatives around talent review, performance management and leadership development to ensure a high performing culture
• Manage strategic talent programmes aimed at driving business value across the region
• Influence and guide stakeholders to manage complex initiatives and deliver best-in-class programs
• Conduct research and analyse data to generate insights, evaluate initiatives and develop solutions to support organisation-wide talent initiatives
• Coordinate best practices and deliver effective talent programmes across multiple countries

Requirements:

• Bachelor's degree or above
• Min 6 years of relevant HR or management consulting experience, with a specialisation in one of the domain practices - Talent Development, Key Talent Strategies, Performance & Rewards, Engagement
• Relevant experience in a regional role or project management role is a plus
• Detail-oriented, well-organised and able to manage multiple tasks efficiently
• Analytical with strong project management and execution skills
• Good communication and stakeholder management skills
• Willingness to roll up sleeves to get the job done
• Enthusiastic team player with a positive work attitude, able to work in a fast-paced environment
• Fast learner with excellent planning, time management and organisational skills to meet strict deadlines
• High level of integrity and discretion in handling confidential information and working with stakeholders
• Proficient in Google and Microsoft Office products such as MS Excel and PowerPoint

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.

Why Valvoline Global Operations?

At Valvoline Global Operations, we're proud to be The Original Motor Oil, but we've never rested on being first. Founded in 1866, we introduced the world's first branded motor oil, staking our claim as a pioneer in the automotive and industrial solutions industry. Today, as an affiliate of Aramco, one of the world's largest integrated energy and chemicals companies, we are driven by innovation and committed to creating sustainable solutions for a better future.

With a global presence, we develop future-ready products and provide best-in-class services for our partners around the world. For us, originality isn't just about where we began; it's about where we're headed and how we'll lead the way. We are originality in motion.

Our corporate values—Care, Integrity, Passion, Unity, and Excellence—are at the heart of everything we do. These values define how we operate, how we treat one another, and how we engage with our partners, customers, and the communities we serve. At Valvoline Global, we are united in our commitment to:

• Treating everyone with care.
• Acting with unwavering integrity.
• Striving for excellence in all endeavors.
• Delivering on our commitments with passion.
• Collaborating as one unified team.

When you join Valvoline Global, you'll become part of a culture that celebrates creativity, innovation, and excellence. Together, we're shaping the future of automotive and industrial solutions.

Job Purpose

Valvoline has a rewarding opportunity as a Manager, Talent Management, APAC reporting directly to the Director of Global Talent Management. This is a hybrid opportunity, 2 days remote per week.

The individual plays a pivotal role in advancing Valvoline Global's talent and leadership development strategy worldwide. This role blends strategic business partnering with the design and execution of enterprise-wide talent initiatives, leadership development programs, and succession management efforts. As part of the Global Talent Management team, the Manager collaborates with HR business partners, senior leaders, and stakeholders to develop a high-performing workforce, cultivate leadership capabilities, and ensure a robust and sustainable talent pipeline for VGO's future.

How You Make an Impact

• Strategic Business Partnering

• Collaborate with business leaders to assess current and future talent gaps and develop actionable strategies to address these gaps.

• Provide guidance on talent trends and market intelligence to inform leadership decision-making.
• Advise leadership on the effective integration of talent initiatives into strategic business plans, ensuring alignment with organizational goals.
• Serve as a key resource for leadership during organizational changes, guiding them through talent-related challenges and opportunities.

• Continuously monitor and analyze global talent trends, benchmarking industry best practices, and utilizing competitive intelligence to ensure Valvoline's talent management strategies remain innovative and relevant.

• Global Program Design & Delivery

• Assess and identify the learning and development needs of diverse global teams, ensuring program content is culturally relevant and adaptable to different regions.

• Foster continuous feedback loops to improve the design and delivery of programs, ensuring that they meet evolving business and learner needs.
• Leverage data and analytics to measure the effectiveness of talent programs, making adjustments as necessary to optimize impact.
• Champion a culture of continuous learning by promoting the value of leadership development programs and talent initiatives across the organization.
• Use data and insights from various Centers of Excellence (COEs) to inform the design and execution of talent management programs, ensuring that these programs align with broader organizational goals.

• Collect and analyze data from talent management processes (e.g., performance reviews, succession planning) and use this data as an input to continually refine and improve programs, driving better outcomes for both talent development and business performance.

• Talent & Succession Management

• Drive the execution of a comprehensive global talent strategy, ensuring alignment with organizational goals and long-term business needs.

• Foster an inclusive talent management process that identifies and nurtures diverse leadership talent across all levels.
• Oversee the development and implementation of succession plans for critical roles, ensuring a steady pipeline of leaders for the future.

• Use talent assessments and data-driven insights to make informed decisions about talent gaps, leadership readiness, and development needs.

• Coaching and Individual Development Plans (IDPs)

• Lead one-on-one coaching sessions for senior leaders and high-potential talent to accelerate their growth and maximize leadership potential.

• Work closely with managers to ensure they understand and actively participate in the development of IDPs for their teams.
• Integrate IDPs into the overall performance management system, ensuring alignment between individual goals and organizational objectives.

• Regularly evaluate the progress of IDPs, providing feedback and support to ensure continuous development.

• Global Project Leadership

• Lead and support ongoing and future talent management initiatives at VGO, ensuring the delivery of high-impact programs in areas such as learning, leadership development, succession planning, performance management, career management, team effectiveness, and change management.

• Lead large-scale, high-impact talent management projects with cross-functional teams, ensuring collaboration and timely execution.
• Develop and manage project plans, coordinating the work of various stakeholders to ensure successful outcomes.
• Identify and address potential roadblocks early in the project lifecycle to ensure smooth execution and timely delivery of initiatives.
• Lead post-project evaluations to assess the effectiveness of talent management initiatives and identify areas for improvement.

What You Bring to the Role

• Minimum of 8 years of experience in Talent Management, Leadership Development, or Organizational Development in a global, matrixed environment.
• Proven track record in designing and delivering leadership programs and blended learning solutions.
• Strong background in succession planning, coaching, and talent development.
• University degree, preferably a Master's in Human Resources or a related field.
• Familiarity with learning technologies (e.g., LMS, performance/talent platforms).
• Experience in leading global projects with strong organizational and project management skills.
• Strong communication and interpersonal skills, with the ability to build relationships across diverse cultures and geographies.
• Fluency in English is required.
• Coaching certification and familiarity with tools like DISC/MBTI/Insights is a plus.

Competencies Desired

• Strategic Talent Leadership – Develops and delivers transformative talent and leadership strategies that align with business objectives and drive organizational growth across global markets.
• Global Talent Development – Identifies, nurtures, and develops high-potential leaders globally, ensuring the company has a strong and sustainable leadership pipeline for future success.
• Cross-Functional Collaboration – Partners effectively across geographies, functions, and levels to align stakeholders and drive successful execution of talent initiatives.
• Coaching & Development Excellence – Provides impactful coaching and development support to leaders at all levels, fostering continuous growth and enhancing leadership capabilities within the organization.
• Results-Driven Execution – Maintains a strong focus on achieving measurable outcomes, continuously improving talent processes and ensuring the success of leadership development programs aligned with organizational goals.

Working Conditions / Physical Requirements / Travel Requirements

• The role is generally based in a climate-controlled corporate office environment.
• This is a global role requiring frequent collaboration with teams across various time zones. The role demands a flexible schedule to accommodate the needs of international clients and stakeholders.
• Travel (up to 30%) may be required for program delivery, talent calibration, and global leadership development activities.
• Ability to sit for extended periods and operate standard office equipment is necessary. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Valvoline Global is an equal opportunity employer. We are dedicated to fostering an environment where every individual feels valued, respected, and empowered to contribute their unique perspectives and skills. We strictly prohibit discrimination and harassment of any kind, regardless of race, color, religion, age, sex, national origin, disability, genetics, veteran status, sexual orientation, gender identity, or any other legally protected characteristic.

We are committed to ensuring accessibility throughout our recruitment process. If you require a reasonable accommodation to participate in any stage of the recruitment or selection process, please contact us at:.

• Email:

This contact information is solely for accommodation requests. For inquiries about application status, please use the appropriate channels listed in your application materials.

Are You Ready to Make an Impact?

At Valvoline Global, we're looking for passionate and talented individuals to join our journey of innovation and excellence. Are you ready to shape the future with us? Apply today.

Requisition ID: 1736