Talent Manager at WTS Energy

The Talent Manager is responsible for designing and delivering integrated talent strategies that support performance excellence, career development, leadership readiness, and organizational effectiveness. This role leads performance management, learning and development, recruitment, succession planning, and organizational development initiatives to ensure a high-performing and future-ready workforce aligned with business and operational objectives.

JOB RESPONSIBILITIES

• Monitor and promote the organization’s culture to ensure it reflects the values and ethos.
• Design, implement, and continuously improve the company’s performance management framework.
• Forecast and manage the HR annual budget, encompassing HR services, employee recognition, and development initiatives.
• Support managers in providing ongoing feedback, coaching, and performance improvement plans.
• Partner with leaders to ensure fair, consistent, and effective performance evaluations
• Use performance data to inform development, rewards, succession, and workforce decisions.
• Oversee the training strategy, identifying and implementing a range of learning opportunities, including in-house, virtual, and classroom training, as well as a comprehensive onboarding process for new hires.
• Evaluate talent using the 9-box grid framework, ensuring competencies align with defined job roles and organizational needs.
• Develop career frameworks, competency models, and progression pathways
• Facilitate talent reviews, monitor individual development plans aligned with performance outcomes and partner with leaders and employees on career planning and internal mobility.
• Lead strategic recruitment and workforce planning aligned with business needs
• Support employer branding and candidate experience initiatives
• Manage relationships with external recruiters, training providers, and institutions
• Develop and maintain succession plans for leadership and critical roles
• Assess readiness and bench strength using performance and potential data
• Align succession plans with development and learning strategies
• Support organizational design, role clarity, and structural effectiveness
• Lead or support change management initiatives related to growth or transformation
• Drive culture, engagement, and capability-building initiatives
• Leverage engagement and performance data to inform OD interventions
• Ensure alignment with company policies, labour regulations, and industry standards
• Manage or support talent systems (performance, learning, and talent management platforms)
• Track and report key talent metrics (performance distribution, turnover, internal mobility, readiness)
• Continuously improve talent processes based on insights and business feedback.

Self-Development

• Continuously and actively engage in learning and development activities to improve competence in functional areas.
• Build strong interpersonal skills for effective relationships with stakeholders at all levels.
• Capacity to work in a fast-paced environment and manage multiple priorities.

QUALIFICATIONS / EXPERIENCE REQUIRED

• Bachelor’s degree in human resources, Organizational Development, Business, or related field
• Master’s degree in related field
• Membership of a related professional body e.g. CIPM, PHRI, SHRM etc
• Minimum of 10years HR experience. 6+ years in talent management, performance management, Learning & Development, or Organizational Design roles
• Experience supporting technical or operational workforces(energy, industrial, or services preferred industries)
• Strong consulting, facilitation, and stakeholder-management skills.

KEY COMPETENCIES REQUIREMENTS:

Functional/ Technical:

• Performance management framework design and rollout experience
• Succession planning and high-potential program expertise
• Change management capability
• Data-driven talent and performance decision-making
• Experience with HRIS, LMS, and talent management systems

Behavioural:

• Good communication skills
• Helpful and personable attitude with evident desire to assist all employees to perform effectively
• Organized and efficient; able to prioritize work with minimal or no supervision
• Ability to multitask and manage conflicting deadlines and tight schedules
• Must exhibit high level of personal and professional integrity
• Good Interpersonal Skills
• Maturity, tact and including the ability to relate with different categories of people
• Flexibility and willingness to work beyond strict job requirements
• An enterprising attitude that is quick to search out alternative solutions to needs or problems.