Position Responsibilities
The role is accountable to drive organisational effectiveness, leadership capability, succession pipeline, and culture development across the region. This role leads organisation design, talent reviews, learning strategy, performance enablement, and change programs for a fast-growing FMCG/F&B retail business. The role partners closely with HRBPs and business leaders to build scalable structures, high-performing teams, and a sustainable talent strategy aligned with regional expansion.
1. Engagement, Culture & Change
- Lead regional employee engagement initiatives and action plans.
- If applicable, support post-merger integration, restructuring, and organisational change.
- Develop communication and engagement strategies for culture transformation.
- Facilitate workshops, focus groups, and leadership sessions.
2. Organization Development (OD)
- Lead organisation design (OD) reviews, workforce planning, spans & layers optimisation, and restructuring initiatives. Conduct organisational diagnostics using qualitative and quantitative assessments.
- Establish workforce planning capability across countries and departments.
- Develop change management frameworks for business transformation and new market expansion.
- Drive culture-building initiatives aligned to company values and leadership expectations.
- Design framework, educate and lead regionally the annual and mid-year talent reviews, succession planning, and talent calibration.
- Develop leadership pipeline for frontline, mid-management, and senior roles.
- Drive high-potential (HiPo) identification and readiness assessment based on ZUS’ talent principles.
- Implement talent development programs with clear stretch assignments, rotations, and mobility plans.
- Build learning roadmap for leadership, managers, and critical capability groups.
- Design and deliver competency-based learning frameworks aligned to business strategy.
- Oversee leadership development programs, coaching interventions, and blended learning strategy.
- Partner with external vendors, business schools, and learning consultants.
4. Performance Management & Development
- Enhance performance management system (goal setting, mid-year review, year-end reviews).
- Coach leaders and employees on constructive feedback, performance conversations, managing underperformance.
- Drive continuous performance culture (OKRs, KPIs, ZUS Zealous’ behavioral expectations).
- Build and maintain job competency frameworks across functions.
5. Team Engagement
- Provide OD and talent advisory to People & Culture Partners, TMTD personnels and other P&C personnels.
- Support C-Suite on organization reviews and people strategy
- Develop regional dashboards on capability, talent movement, leadership pipeline and risks