• Support the execution of IDO’s talent strategy across Talent Management, Performance Management and Organisational Effectiveness.
• Support the implementation and adoption of IDO’s talent and performance frameworks across IDO and its entities.
• Coordinate performance management activities, including KPI setting, mid-year and year-end reviews, calibration sessions, promotions and performance improvement plans.
• Prepare dashboards, analysis and data-driven insights to support leadership decisions relating to succession, capability and workforce readiness.
• Coordinate the annual succession planning cycle and consolidate succession updates across IDO and the SOEs.
• Maintain the high-potential talent pool and monitor development plans, readiness levels, leadership pipelines and career pathways.
• Support the implementation and integration of IDO’s Talent Management, CEO Competency and Behavioural Competency Frameworks.
• Identify learning needs and capability gaps requiring targeted development interventions.
• Support leadership development and ensure learning initiatives are aligned with organisational priorities and identified competency gaps.
• Partner with SOE HR Heads to support governance requirements, talent practices and continuous improvement initiatives.
• Support HR maturity assessments and follow through on recommended improvements.
• Support the adoption and effective utilisation of JAIS HCM across talent, performance and succession processes.
• Coordinate with external HR consultants, learning partners and vendors to ensure that projects and talent-related interventions are delivered effectively. 

Qualifications and experience:

• Bachelor’s degree in Human Resources, Business Administration or a related field.
• A relevant professional qualification, such as CIPD, SHRM or CHRP, is preferred.
• At least seven years of progressive experience in talent and performance programmes within complex, multi-entity environments.
• Strong expertise in Talent Management, Performance Management and Organisational Effectiveness.
• Experience supporting succession planning, leadership development, organisational transformation and capability-building initiatives.
• Proven ability to translate human capital priorities into business-aligned outcomes.
• Experience using HR or talent management systems such as Oracle, Workday or SAP SuccessFactors.
• Strong analytical, stakeholder-management and project-management capabilities.
• Ability to manage multiple priorities while maintaining quality, accuracy and timely delivery. 
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