HRD Manager

Key Responsibilities

Learning & Capability Development

• Lead annual Training Needs Analysis (TNA) across all functions and align capability development with business priorities

• Design and deliver competency-based learning, leadership, and capability development programs

• Drive overall L&D strategy, including digital learning platforms, content development, learning analytics, and adoption

• Measure training effectiveness through KPIs, ROI, and business impact evaluation

• Develop internal trainers and promote effective knowledge transfer across the organization

Talent & Succession Management

• Lead annual talent reviews, talent segmentation, and succession planning for key and critical roles

• Develop structured talent pools (HiPo, future leaders, specialists) with defined development pathways

• Coach line managers on Individual Development Plans (IDPs), talent readiness, and career development

• Maintain talent dashboards and provide insights to support executive decision-making

Culture Transformation & Employee Engagement

• Champion organizational core values and embed them into all people and talent processes

• Design and implement culture-building initiatives, engagement programs, and recognition schemes

• Lead internal communication initiatives to reinforce culture, leadership messaging, and strategic priorities

• Plan and execute flagship initiatives such as company-wide engagement events, CSR activities, and employee ambassador programs

Performance & Competency Management

• Strengthen performance management processes, including mid-year and annual reviews, calibration, and communication

• Ensure competency frameworks remain relevant and fully integrated into recruitment, development, and performance systems

• Identify performance and capability gaps and propose HR interventions to improve organizational effectiveness

Knowledge Management

• Build and sustain a knowledge-sharing culture through platforms, best-practice repositories, and communities of practice

• Facilitate cross-functional learning sessions to encourage collaboration and innovation

Talent Acquisition & Employer Branding

• Lead end-to-end talent acquisition strategy to attract high-quality talent in a competitive manufacturing or industrial environment

• Partner with hiring managers on workforce planning, role requirements, and success profiles

• Implement modern recruitment practices, including assessments, competency-based interviews, and data-driven selection

• Strengthen employer branding through communication campaigns, social media, career events, academic partnerships, and employee advocacy

• Develop talent pipelines for critical, successor, and technical roles

• Track recruitment performance metrics such as time-to-fill, quality-of-hire, and candidate experience

Leadership, Project & Stakeholder Management

• Lead HRD and people development initiatives with clear objectives, KPIs, budgets, and timelines

• Partner closely with line managers, plant leadership, and senior executives on capability and culture priorities

• Manage external vendors for training, consulting, and digital learning solutions

• Prepare reports, insights, and recommendations for senior management reviews

Qualifications

• Bachelors degree or higher in Human Resources, Psychology, Business Administration, or a related field

• 3–5 years of experience in Learning & Development, Talent Management, or HRD roles

• Experience with LMS administration, digital learning platforms, competency frameworks, or engagement initiatives is preferred

• Strong project management, communication, and stakeholder management skills

• Analytical, data-driven mindset with the ability to translate insights into practical solutions

• Creative, proactive, and able to work independently in a fast-paced manufacturing or industrial environment