Talent Management Lead

About the role

TBC Bank is looking for a Talent Management Lead to lead the implementation of its Leadership Development, Talent and Succession Strategy and to own the design and continuous improvement of its talent and performance management systems. The role sets the methodology, annual calendar and quality standards, and works with executive leaders and HR Business Partners to build leadership capability, strengthen succession for critical roles and develop talent for future business needs.

Key responsibilities

• Talent management system: assess the current system, design or develop processes and set a phased improvement roadmap across talent identification, calibration, succession, development and internal mobility; define how critical roles are identified, success profiles built, candidates assessed and successor readiness calibrated; coordinate the rollout of Leadership success profiles and the external assessment partner's work; set the calendar for area talent reviews and quarterly CEO and ExCo reviews; coach HR Business Partners so decisions have clear owners and deadlines; set design and selection criteria for strategic talent pools; agree talent measures and platform priorities with the Senior Talent Operations and Analytics Manager; review the talent story and decisions for executive and Supervisory Board reporting.
• Performance management and goal cascading: own the annual performance cycle, including goal setting, check-ins, year-end reviews and calibration; define how strategic priorities cascade into measurable business, team and individual goals; set the approach to addressing underperformance with HR Business Partners and Employee Relations; equip managers to give evidence-based feedback and calibrate behaviour ratings consistently.
• Development programmes: design leadership and successor development programmes with business sponsors; turn assessment gaps into individual development plans, strategic assignments, coaching or mentoring; define how managers reassess capability and application on the job after development.

Required profile

• Experience managing talent management, succession planning or leadership assessment in a complex organization.
• Practical experience with success profiles, evidence-based assessment and calibration of senior talent.
• Ability to influence executives, facilitate decisions and lead implementation across business and HR teams.
• Experience designing or improving performance management and goal cascading, leading development programmes and partnering with HR Technology and Analytics to turn talent processes into digital workflows and measurable outcomes.