Talent Development Manager at Seven Up Bottling Company

Responsibilities

• Track and report on the development progress of all trainees and escalate performance concerns, facilitating mid-programme interventions as needed.
• Manage the end-of-program assessment and conversion process, providing clear recommendations on confirmation, extension, or exit.
• Define and maintain career paths for identified talents, successors, and critical role holders across the organization.
• Champion employee mobility initiatives-lateral moves, cross-functional transfers, and role changes-and ensure structured and transparent processes that support individual growth and organizational agility.
• Facilitate and drive promotional conversations by equipping managers and employees with the data needed to make evidence-based progression decisions.
• Support talent actions arising from Talent Reviews, including development plans, stretch assignments, and accelerated progression programs for high-potential employees.
• Provide direct guidance to employees seeking to understand their career progression options, potential trajectories, and development requirements within SBC.
• Drive the implementation of SBC's learning strategy and learning and development framework across the organization, ensuring alignment with business priorities and talent objectives.
• Drive the Technical Academy, Sales Academy, and Leadership Development Programme, ensuring programme design, content, and outcomes are aligned with organisational capability requirements.
• Coordinate with the Manufacturing Capability Manager and technical learning partners to drive technical training, simulations, and capability-building initiatives, including through SBC's technical
• Ensure career pathing is supported by targeted learning interventions.
• Support the design and delivery of internal talent development programs, including mentoring schemes, job shadowing arrangements, and internal mobility campaigns.
• Leverage workforce analytics to identify career progression bottlenecks, attrition risks, training effectiveness trends, and internal mobility patterns, translating insights into actionable recommendations for leadership.
• Benchmark SBC’s career management and learning practices against FMCG industry standards and leading practices, recommending improvements to remain competitive in talent retention and capability building.

Requirements

• B.Sc. in Human Resources, Psychology, Business Administration, or a related discipline
• 6–8 years of progressive HR experience, with a clear focus on talent management, learning and development, career development, or organizational development
• Prior experience in an FMCG, manufacturing, or high-volume workforce environment
• Experience driving technical or sales academy program
• Familiarity with HRIS platforms and talent/learning management systems (e.g., SeamlessHR, SAP HCM)
• Demonstrated experience managing structured graduate trainee or early careers programs
• Hands-on experience with career pathing, competency framework design or administration, and learning program management
• Membership of CIPM, or equivalent professional body
• Possession of HR Practitioner License (as applicable).