Associate Director / Director, Group Talent Management
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What you'll do
- Lead the annual succession planning cycle for critical roles, ensuring alignment with long-term workforce strategy including facilitating talent reviews and readiness assessments with senior leadership.
- Develop individual development plans for identified successors and track their progress in close partnership with HR Business Partners and business leaders.
- Develop tools and frameworks to support smooth transitions of successors into leadership roles (e.g., succession readiness framework).
- Maintain and update succession dashboards and risk profiles for key positions.
- Partner with Talent Acquisition to address pipeline gaps and build a robust external talent pool for critical roles.
- Design and execute the high-potential (HiPo) identification and development framework aligned with business strategy.
- Collaborate with business leaders and HRBPs to assess talent and curate personalized development journeys.
- Lead the design and delivery of flagship learning programs tailored to HiPo employees.
- Monitor program effectiveness through KPIs, feedback loops, and impact assessments. Leverage talent analytics to inform decisions and track progress of HiPo and succession initiatives.
- Partner with senior business leaders and HR Business Partners to embed talent and succession practices into business planning and workforce strategy.
- Build and maintain strong internal partnerships across HR, Learning, Talent Acquisition, and Analytics teams and with various talent segments.
- Develop external stakeholder relationships, including industry peers, professional networks, and relevant Singapore ecosystem partners (e.g. government bodies, industry organisations, and institutes).
Summarised by NextRaise from the employer’s description, which follows in full below.
Full description from employer
About Us
Headquartered and listed in Singapore in 2021, CapitaLand Investment Limited (CLI) is a leading global real asset manager with a strong Asia foothold. As at 5 November 2025, CLI had S$120 billion of funds under management. CLI holds stakes in eight listed real estate investment trusts and a suite of private real asset vehicles that invest in demographics, disruption and digitalisation-theme strategies. Its diversified real asset classes include retail, office, lodging, industrial, logistics, business parks, wellness, self-storage, data centres and private credit.
Job Description
The Director, Group Talent Management is responsible for designing, implementing, and managing strategic talent initiatives that identify, develop, and retain high-potential employees, while ensuring robust succession pipelines for critical leadership roles across the organization.
Key Responsibilities:
Succession Planning
Lead the annual succession planning cycle for critical roles, ensuring alignment with long-term workforce strategy including facilitating talent reviews and readiness assessments with senior leadership.
Develop individual development plans for identified successors and track their progress in close partnership with HR Business Partners and business leaders.
Develop tools and frameworks to support smooth transitions of successors into leadership roles (e.g., succession readiness framework).
Maintain and update succession dashboards and risk profiles for key positions.
Partner with Talent Acquisition to address pipeline gaps and build a robust external talent pool for critical roles.
High Potential Identification and Management
Design and execute the high-potential (HiPo) identification and development framework aligned with business strategy.
Collaborate with business leaders and HRBPs to assess talent and curate personalized development journeys.
Lead the design and delivery of flagship learning programs tailored to HiPo employees.
Monitor program effectiveness through KPIs, feedback loops, and impact assessments. Leverage talent analytics to inform decisions and track progress of HiPo and succession initiatives.
Stakeholder Engagement and Advisory
Partner with senior business leaders and HR Business Partners to embed talent and succession practices into business planning and workforce strategy.
Build and maintain strong internal partnerships across HR, Learning, Talent Acquisition, and Analytics teams and with various talent segments.
Develop external stakeholder relationships, including industry peers, professional networks, and relevant Singapore ecosystem partners (e.g. government bodies, industry organisations, and institutes).
Strategic Talent Projects
Lead and contribute to strategic, enterprise-wide talent initiatives aligned with business transformation priorities.
Drive initiatives related to AI-enabled talent practices (e.g. AI in talent assessment, workforce insights, and decision support) in partnership with Digital, HR, and business stakeholders.
Support organisational design and workforce shaping initiatives, including leadership structures, role clarity, and capability models.
Explore and pilot innovative talent practices by drawing insights from external benchmarks, industry trends, and leading practices.
Benefits
- Flexible benefits with comprehensive medical coverage for self and family
- Training and development opportunities
- Subsidised rates at Ascott serviced residences-
- Strong advocate of staff volunteerism
- Wellness programmes
Closing Statement:
At CapitaLand, we advocate fair employment practices, and recruit talents based on merit and fit with our Corporate values. We provide equal opportunity for all qualified persons and build an inclusive workplace regardless of race, gender, age, religious belief or nationality.
Only shortlisted candidates will be notified.
Company
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