We are looking for a strategic and hands-on Senior Manager, Talent & Organizational Development (OD) to lead high-impact initiatives that build organizational capability, drive transformation, and enable business strategy execution. This role requires a strong foundation in organizational development practices, with an appreciation of HR Business Partner (HRBP) experience to understand business needs and deliver relevant, practical solutions.

You will work closely with group HR team, regional HR leaders and business leaders to shape culture, develop talent, and support organizational effectiveness through data-driven insights, learning, and change interventions.

KEY RESPONSIBILITIES

Organizational Development & Change Interventions

• Design and implement OD strategies and interventions that support business transformation, culture change, and strategic priorities.
• Understand organizational and individual challenges, define core problems, and identify root causes.
• Facilitate organizational assessments, design solutions, and execute initiatives to enhance effectiveness, agility, and team performance. In practice, this means diagnosing organizational health and challenges through data and interactions; strategically designing interventions tailored to business needs; leading the roll-out and adoption of these changes with a focus on sustainable impact; and ultimately driving improvements in how effectively and flexibly teams and the broader organization. function.
• Support change management efforts related to cost structure reviews and reorganizations, with a focus on how changes affect people, roles, morale, retention risks, workforce capabilities, and overall cultural alignment.
• Guide leaders through the human impact of change, including communication, employee engagement, and transition planning.

Talent Management & Leadership Development

• Lead enterprise-wide talent development strategies including succession planning, talent programs, and leadership capability building.
• Review and improve current talent frameworks and processes to ensure they are effective, scalable, and aligned with evolving business and workforce needs.
• Design and implement programs to attract, develop, and retain young talent-including partnerships with universities, graduate hiring strategies, and a structured Management Associate Program.
• Oversee the design of learning pathways and timelines, provide coaching and feedback mechanisms, and track the development of young talents with the aim of growing the next generation of leaders.
• Support the embedding of core values and leadership behaviors through targeted interventions and development journeys.

Cross-Cultural Management & Culture Building

• Promote and embed a global mindset, inclusive culture, and shared values across regions and teams.
• Develop and support DE&I initiatives, and behavior change aligned to culture goals.
• Facilitate programs and tools to strengthen team cohesion, psychological safety, and inclusiveness. This includes designing and supporting initiatives to address underrepresentation of women and other diverse groups, fostering equitable opportunities, and promoting an environment where all employees feel valued and empowered to contribute fully.

People Analytics & Workforce Planning

• Apply analytics and diagnostic tools to generate actionable insights on organizational health, talent gaps, and capability needs across the group.
• Provide data-informed recommendations to support organizational structure optimization, talent succession and workforce demographics insights.
• Partnering with Regional HR Leaders
• Collaborate with regional HR leaders to align HR strategies and OD efforts with business goals.
• Serve as a subject matter expert and strategic thought partner to HR leaders in building OD capability at the local level.

Team & Project Support

• Support Group HR team on ad hoc projects and initiatives.
• Assist with local HR operations (NPHDSG + NT) as required, ensuring continuity and operational effectiveness.

JOB REQUIREMENT

• Bachelor's degree in Human Resources, Organizational Psychology, Business, or a related field; Master's degree preferred.
• 8-12 years of progressive experience in HR with a strong focus on Organizational Development.
• Previous HR Business Partner experience is a strong advantage, providing the business insight and credibility needed to design effective OD solutions.
• Proven success in leading transformation and change initiatives in complex or matrixed environments.
• Strong understanding of learning & development, org design, cultural transformation, and talent strategy.
• Experience designing early-career talent programs and working with universities is a plus.
• Proficient in using people data, diagnostic tools, and insights to drive decisions and influence stakeholders.
• Experience working across diverse geographies and cultures.

Key Traits & Competencies:

• Good attitude - positive, proactive, adaptable, and dependable
• Strong interpersonal skills - able to build trust and relationships across all levels and regions
• Excellent presentation and influencing skills - able to engage and align stakeholders effectively
• Willingness to learn - humble, curious, and growth-oriented
• Business acumen with strategic and systems thinking capability
• Practical, hands-on, and execution-focused mindset
• Strong facilitation, consulting, and communication skills