Key Responsibilities
•    Understand business needs and priorities, and translating these into talent development strategies, aligned to global TM strategy
•    Ensure that that systems and processes are operating effectively and will work closely with Corporate TM and Japan biz strategy to develop leadership development initiatives that will contribute to building a strong leadership bench and strengthening organizational capabilities
•    Serve as the l key resource for organizational design and effectiveness and change management initiatives.
•    Successfully shift the new TA strategy to shift to RPO model with TA staff.
•    Responsible for processes and programs that support internal development, slating of internal candidates, external acquisition including acquiring the best talent to fill gaps in succession plans.
•    Functional consultant to HRBP; advises and implements talent management, organizational design and change management solutions.
•    Ensures that an effective talent acquisition process/ assessment working with RPO to attract the external talent for talent pipeline. 
•    In partnership with HRBP, ensures that every identified high potential candidate has a robust and individualized development program consisting of learning modules and experiential job assignments.
•    Establish and manages all reporting and metrics of talent management programs and initiatives 
•    Aligned to the D&I strategy, to ensure the attraction, retention and development of diverse talent.
•    cope and Leveling Guidelines 

Minimum Requirement
    At least 7-10 years’ experience of HR including hiring and Talent Development. (Not necessary as CEP manager)
    People Manager experience
    Potential talent to be rotated in HR
    Business English is the best
    Change leader 
    Strategic thinking

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