About The Role

As a Manager Talent, you will be leading and driving Organizational Talent Management initiatives across the QR group. With support from line manager, you will lead and support QR’s new talent philosophy, framework and vision, as well as lead projects related to Talent Review, Succession Planning, Career, Promotion and leadership & competency-based frameworks to ensure HR’s overall Talent Strategy is successfully implemented.

Responsibilities

• Work with VP HR Strategy, Transformation & Digital to create new Talent strategy, framework, and philosophy.
• Ensure all talent initiatives are embedded and fully executed across the group – working closely with the HRBP population to ensure first class talent practices and initiatives land and add value.
• Manage talent pools and selected top talents to ensure they reach their full potential.
• Assess and optimize talent management systems, tools, and processes to enhance data collection, analysis, and reporting capabilities.
• Collaborate with IT and HR teams to ensure data accuracy, integrity, and privacy while maximizing the efficiency and usability of talent systems.
• Drive automation initiatives to streamline talent processes, improve reporting efficiencies, and enhance the overall talent experience.
• Maintain confidentiality and handle sensitive talent information with integrity and discretion.
• Assess and optimize talent management systems, tools, and processes to enhance data collection, analysis, and reporting capabilities.
• Support the design and implementation of competency-based development frameworks and talent assessment methodologies.
• Partner with Talent Management teams (Business Psychology, Performance and Learning) on major talent projects to drive enterprise talent initiatives, translating business needs into practical solutions.
• Perform other department duties related to his/her position as directed by the Head of the Department.

Qualifications

• Bachelors degree in a related field with minimum 8 years of job -related experience
• Experience in leadership and skills frameworks (both technical and behavior) and rollout across complex, multi-entity organizations.
• Talent CoE models, including standardization, governance, and scalable delivery.
• Succession planning and leadership pipeline management, including HiPo identification and talent reviews.
• Strong understanding of assessment design and solutions, including psychometric methodologies.
• Talent analytics and workforce insights, with the ability to translate those into meaningful strategies and initiatives.
• Ability to build strong internal and external stakeholder relationships and lead end-to-end projects
• Passion for building a system that enables fair, consistent, and scalable talent decisions across the organization and further strengthens capability and performance.