Job Description

Objective:
This position focuses on the strategic and operational execution of Talent Management, Succession Planning, Learning and Development, and the implementation of competency frameworks and assessments. It aims to enhance the company's talent pool, ensure leadership continuity, and foster a culture of continuous learning and growth. The role is crucial in developing and implementing programs that align with Gas Malaysia Berhad's strategic objectives.

Responsibilities:

1. Talent Management Strategy Execution
   Support the development and implementation of talent management strategies that align with the company's goals. This involves conducting thorough analyses of current and future talent needs and ensuring the availability of a skilled and diverse talent pool.
2. Talent Identification, Development, Engagement, and Deployment
   Identify and nurture high-potential employees through structured talent identification processes. Engage them in targeted developmental activities to prepare them for future roles. Ensure their effective deployment aligns with organizational needs and strategic goals.
3. Talent Development Programs
   Implement and manage comprehensive talent development programs to nurture and grow the company's talent pool. Align these programs with the organization's strategic objectives and ensure they address current and future skill needs. Regularly assess the effectiveness of these programs and make necessary adjustments to meet evolving organizational requirements.
4. Succession Planning
   Contribute to the design and upkeep of a robust succession planning framework to ensure leadership continuity within the organization. Collaborate closely with senior management to provide strategic insights and support in identifying and nurturing successors for mission-critical positions, thereby ensuring the organization's long-term leadership stability.
5. Competency Framework and Assessment
   Support the development and implementation of competency frameworks to ensure employees possess the necessary skills and knowledge for effective role performance. Conduct comprehensive competency gap analyses to inform training and development strategies. Assist in analyzing and refining Individual Development Plans (IDPs) submitted by line management to address identified competency gaps.
6. Annual Planning, Budgeting, and Training Calendar
   Assist Head Human Resource in the development of the annual training plan and training calendar by coordinating input from all departments. Draft and manage the training budget, ensuring alignment with training needs and organizational financial guidelines. Publish and regularly update the training calendar to ensure all stakeholders are well-informed.
7. Training Nomination, Approval, Delivery, and Evaluation
   Manage the training nomination and approval processes, ensuring alignment with the annual budget and LOA. Oversee the delivery of training programs, managing logistics, materials, and facilitator coordination. Develop and implement evaluation tools to measure training effectiveness, collecting and analyzing feedback and performance data. Report findings to management and recommend enhancements to optimize training strategies and outcomes.

Job Requirements

• Bachelor’s degree in Human Resource Management, Business Administration, or a related field.
• Minimum of 2-3 years of experience in human resources, with a focus on talent management, succession planning, learning and development, and competency framework implementation.
• Highly committed and able to work independently in a fast-paced environment. 
• Experience in supporting talent management strategies, including the creation of comprehensive talent development programs and succession planning frameworks.
• Experience in implementing competency frameworks and conducting competency gap analyses. Also, using these findings to formulate training and development strategies.
• Expertise in creating, executing, and evaluating learning and development programs.
• Experience in managing Learning and Growth budgets, program and process. 

Skills