A global organisation who has its corporate HQ here in Sydney. They have a workforce of both blue and white collar employees with a well resourced HR team. This organisation is highly ethical and provides significant value to the broader community.
This role leads capability building and talent management activities from early to mid-career for business critical job families. Additionally it will support the organisations broader talent management and development
processes and be a champion for the talent strategy.
The essence of this role is to ensure that the organisation
has the right talent pool for early to mid-career employees across all groups to drive continued success of the business.
This role will partner with various team members in the Diversity and Talent team to design strategic programs such as talent identification, critical role identification, succession planning, coaching, mentoring, onboarding and new leader assimilation.
Additionally this role with support the annual Talent Review and Succession Planning Process as well as analysis of outputs for internal reporting purposes.
Experience with designing and developing career pathways for critical roles and business critical job families is essential.
Experience with remote workforces/immature markets/low capability geographies is highly desirable but not essential.
Backgrounds in Organisational development/Organisational design will be considered if the focus of your role has been ‘Talent development’ in recent times.
You will come from a technical business, profiles from the construction, engineering, utilities or resources industry are requested by the client.
We look forward to receiving your application, for more information please apply or contact Adam Oldman on firstname.lastname@example.org