Head: Talent Management

- Product, Service & Experience Design

- Partner the CHRO, HR Executives and business leaders to design and deliver an integrated enterprise talent strategy.

- Lead the design and implementation of a market-leading, workforce-experience-led, segmented and competitive talent management capability, practice and strategy across the organisation.

- Design and lead collaboration across the HR value chain, including Talent Acquisition, Job Architecture, Organisational Design, Strategic Workforce Planning, Development, Performance, Reward, People Data and Analytics, Employee Relations, Agility and DEI.

- Shift talent management from jobs to capabilities and work to be done, enabling strategic planning across workforce segments and integrated capability sets.

- Design, implement and embed talent management processes, tools and governance to track progress against capability-based talent strategies and future business needs.

- Embed workforce-experience and segment-led talent practices, policies and solutions that improve proactive talent pooling, mobility, retention, fit-for-purpose development and ready-now talent availability.

- Ensure robust, objective succession plans across talent pools, segments and critical capabilities, with bench strength to support competitiveness and business continuity.

- Build strategic business partnerships to provide nuanced advisory and solutions aligned to business requirements.

- Build a talent analytics capability that enables insight-driven talent decisions.

- Co-design innovative, data- and technology-enabled talent solutions, including objective, live and capability-focused talent identification and deployment.

- Lead the enterprise shift in talent mindset and culture to build talent cohorts for deployment across the organisation.

- Build a talent analytics capability that enables insight-driven talent decisions.

- Co-design innovative, data- and technology-enabled talent solutions, including objective, live and capability-focused talent identification and deployment.

- Lead the enterprise shift in talent mindset and culture to build talent cohorts for deployment across the organisation.

- Build enterprise talent management capability so HRBPs can play the required talent leadership role.

- Leverage emerging talent practices, market trends, competitive intelligence, business MI and analytics to assess enterprise talent capability, effectiveness, efficiency, experience and future fitness.

- Embed self-service and line manager empowerment through the skills, mindsets and behaviours needed to deliver talent management ahead of demand.

- Champion diversity, equity and inclusion as a business differentiator and embed it as a mindset, behaviour and practice across talent management.

- Design, execute, implement and track strategic talent experience and exposure initiatives.

- Deliver a data- and insight-driven approach to talent practices that provides real-time value, improves the service offering and enables strategic talent decisions.

- Entrench the talent value proposition through purposeful engagement with business leaders and HR partners.

- Monitor talent products and services strategically and operationally to ensure value for the group.

- Build collaborative relationships with critical partners across the integrated talent value chain.