The Role
Leads the organization’s talent strategy across talent acquisition, learning and development, succession planning, performance management, leadership development, HR analytics, and employee engagement. Oversees workforce planning, recruitment, training programs, talent reviews, career progression, and organizational capability initiatives. Partners with business leaders, manages the Talent Management team and external vendors, ensures compliance, and uses talent metrics to improve hiring, retention, development, and leadership pipeline outcomes.
Summary Generated by Built In
Position Summary
The Head of Talent Management is responsible for developing and executing the organisation's people strategy to attract, develop, engage and retain high-performing talent. This role oversees Talent Acquisition, Learning & Development, Leadership Development, Succession Planning, Performance Management and Employee Development initiatives to ensure the organisation builds a strong and sustainable talent pipeline.
Working closely with business leaders, the Head of Talent Management will align talent strategies with business objectives, drive organisational capability, and foster a high-performance culture.
Key Responsibilities
1. Talent Acquisition
- Lead the overall talent acquisition strategy to attract high-quality talent across all levels.
- Develop workforce planning strategies in partnership with business leaders.
- Build and maintain strong employer branding initiatives.
- Oversee recruitment processes, ensuring efficiency, quality and positive candidate experience.
- Develop recruitment metrics and dashboards to improve hiring effectiveness.
- Manage executive and critical hiring initiatives.
- Build relationships with universities, professional associations and external recruitment partners.
2. Learning & Development
- Develop and implement the organisation's Learning & Development strategy.
- Identify capability gaps and establish learning roadmaps aligned with business priorities.
- Design leadership development programmes for emerging and senior leaders.
- Establish technical, functional and behavioural competency development programmes.
- Evaluate training effectiveness through measurable learning outcomes and ROI.
- Promote a continuous learning culture across the organisation.
3. Training Management
- Lead annual training needs analysis across all business units.
- Develop annual training calendars and budgets.
- Oversee internal and external training programmes.
- Manage relationships with training providers and consultants.
- Ensure compliance with statutory and mandatory training requirements.
- Drive digital learning initiatives including Learning Management Systems (LMS), e-learning and blended learning.
4. Talent Management & Succession Planning
- Develop talent review frameworks across the organisation.
- Lead succession planning for critical leadership positions.
- Identify and develop high-potential employees.
- Design career progression and internal mobility programmes.
- Build talent pipelines to support future business growth.
5. Performance Management
- Drive the organisation's performance management framework.
- Partner with leaders to strengthen goal setting and performance conversations.
- Implement calibration processes to ensure fairness and consistency.
- Support performance improvement initiatives where required.
6. Leadership & Organisational Development
- Design leadership competency frameworks.
- Develop executive coaching and mentoring programmes.
- Support organisational change and transformation initiatives.
- Facilitate culture-building and employee engagement programmes.
- Partner with HR Business Partners on organisation design and capability enhancement.
7. HR Analytics & Talent Insights
- Establish talent metrics and dashboards.
- Analyse recruitment, learning and retention data to drive decision-making.
- Monitor key indicators including:
- Time-to-fill
- Cost-per-hire
- Quality of hire
- Training effectiveness
- Internal promotion rate
- Employee retention
- Leadership pipeline health
8. Policies, Governance & Compliance
- Develop and maintain talent management policies and procedures.
- Ensure compliance with employment legislation and HR best practices.
- Manage talent-related budgets effectively.
- Benchmark talent practices against industry standards.
Leadership Responsibilities
- Lead and develop the Talent Management team.
- Coach and mentor team members to build internal capability.
- Foster collaboration across HR functions and business units.
- Manage external vendors, consultants and training partners.
Requirements
Qualifications
- Bachelor's Degree in Human Resources, Business Administration, Psychology or related discipline.
- Master's Degree or MBA is an advantage.
- Professional HR certifications (e.g. SHRM-SCP, CIPD, AHRI, IHRP) are desirable.
Experience
- Minimum 10–15 years of progressive HR experience.
- At least 5 years in a senior Talent Management, Learning & Development or HR leadership role.
- Proven experience leading Talent Acquisition and Learning & Development functions.
- Experience designing leadership development and succession planning programmes.
- Experience supporting organisational transformation and change initiatives.
- Exposure to HRIS and Learning Management Systems.
Skills Required
- Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related discipline
- Master’s degree or MBA
- Professional HR certification such as SHRM-SCP, CIPD, AHRI, or IHRP
- 10–15 years of progressive HR experience
- At least 5 years in a senior Talent Management, Learning and Development, or HR leadership role
- Experience leading Talent Acquisition and Learning and Development functions
- Experience designing leadership development and succession planning programs
- Experience supporting organizational transformation and change initiatives
- Exposure to HRIS and Learning Management Systems
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The Company
What We Do
MVC Resources is a Malaysia-based human resources and recruitment consultancy that helps organizations address talent and skills gaps. It supports employers with recruitment, executive search, talent management, talent profiling, payroll outsourcing and human-capital advisory. The company also provides HR technology integration and helps digitize HR functions, streamline hiring and inform workforce decisions. Its clients include startups, SMEs and multinational organizations.
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