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Localization & Succession Plan Execution
- Facilitate the development and execution of individual development plans (IDPs) for identified successors and high-potential employees
- Support Monitoring and reporting on localization KPIs, including national vs expatriate ratios and internal promotions
- Support the implementation of organization’s localization strategy, ensuring alignment with national employment policies and internal targets for local talent development.
- Lead the knowledge management database and reporting initiatives
- Maintain the database of local talent pipelines, including external candidates, to support future workforce needs.
Talent Risk Management
- Maintain the talent risk register for succession and localization compliance
- Identify critical talent risks with escalation actions and recommendations
- Provide insight into talent availability and development strategies to inform workforce planning
- Provide insights on competitive practices to inform internal strategies
- Provide regular analysis and reports to HR leadership on succession readiness, gaps, and risks areas.
Stakeholders Training & Benchmarking
- Provide support to L&D Manager to conduct workshops for line managers on succession and localization best practices.
- Coordinate localization training programs & mentorships initiatives
- Research industry benchmarks and provide insights on competitive practices to inform internal strategies
- Ensure regular review of toolkits and guidelines for implementing Individual Development Plan effectively
- Support coaching, mentoring, and stretch assignment opportunities.
Technology, Analytics and Reporting
- Coordinate succession planning efforts by maintaining up-to-date talent maps, support the identification of successors, and supporting leadership in development planning.
- Ensure compliance with national labor laws and internal localization commitments, preparing reports for audits or regulatory submissions as required
Continuous Improvement
- Collaborate with HRBPs and line manager in identifying critical roles and competencies needed for succession and localization efforts.
- Provide day to day support on related areas, document and share lessons learn.
Qualifications / Experience / Technical Knowledge
Minimum Qualifications:
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Bachelor’s degree in Human Resources, Business Administration, or related field
Experience:
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Minimum of 3-5 years of experience in HR, with at least 2 years focused on talent development, succession planning, or workforce localization.
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Strong knowledge of succession planning frameworks and local labor law provision.
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Experience in multi-level stakeholder engagements
Technical Knowledge & Skills:
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Experience working with HR systems and talent analytics tools (e.g. SAP SuccessFactors, HRIS).
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Advance Excel and PowerPoint skills for reporting and presentations.
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Experience with benchmarking and using researched outcomes for impact.
Core Competencies / Skills
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Talent mapping and development planning
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Strategic thinking and planning
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Data analysis and reporting
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Stakeholder engagement and facilitation
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Project coordination and tracking
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Understanding of compliance and regulatory frameworks.
Personal Qualities / Behavioral Traits
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Detail-oriented and organized
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Strong interpersonal and communications skills
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High level of integrity and confidentiality
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Proactive and solutions-focused
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Collaborative and able to influence others positively
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Adaptable to changing organizational needs
Working Conditions
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Office-based, with occasional visits to operation sites
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Standard working hours
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May require occasional travel between company locations or training facilities
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Fast-paced, team-oriented environment |