Senior Executive, Talent Management

About Sembcorp Sembcorp is a leading energy and urban solutions provider headquartered in Singapore. Led by its purpose to drive energy transition, Sembcorp delivers sustainable energy solutions and urban developments by leveraging its sector expertise and global track record. Join us in shaping a sustainable energy future Drive  Asia’s energy transition with us!  Our Gas & Related Services segment is a key growth engine, delivering reliable and efficient energy to industries and communities across multiple countries. We support Asia’s growing energy needs while advancing the shift to a lower-carbon future.   Purpose and Scope The Senior Executive / Executive, Talent Management supports the delivery of Talent Management, Performance Management and Learning & Development processes across the Gas & Related Services Line of Business. The role is responsible for coordinating talent and succession activities, supporting performance and promotion cycles, administering development programmes, maintaining talent data and reporting, and supporting workforce capability initiatives. The successful candidate will work closely with employees, managers, HR Business Partners and other stakeholders to ensure talent initiatives are executed effectively, development commitments are tracked and followed through, and talent data and insights support informed people decisions. This role offers broad exposure to enterprise talent practices while developing capabilities in talent management, performance management, learning operations, and the application of AI, automation and digital technologies to improve HR processes, decision-making and employee experience. Key Roles and Responsibilities 1. Talent Management & Succession • Support the execution of Talent Review and succession planning processes through talent profiling, data preparation, analysis and coordination of review discussions. • Maintain accurate talent and succession information. • Track succession coverage, successor readiness, development actions and follow-up commitments. • Prepare talent profiles, insights, reports and presentation materials to support talent discussions and decision-making. • Coordinate Talent Review activities, talent profiling exercises and succession planning discussions. • Coordinate agreed development and succession actions arising from Talent Reviews and talent discussions. • Support talent engagement activities, career development initiatives and Individual Development Plan (IDP) tracking. • Monitor development commitments and support follow-through on agreed development actions. Gather and consolidate employee development aspirations, feedback and insights to support talent discussions and programme improvements. • Identify trends, risks and observations from talent and succession data to support workforce planning and talent pipeline discussions. • Identify opportunities to improve talent management processes, reporting quality and stakeholder experience through process improvements, automation, AI-enabled solutions and other digital technologies where appropriate. 2. Performance Management • Support the successful execution of performance management and promotion processes. • Coordinate KPI setting, performance review, appraisal and promotion cycles. Monitor process timelines, completion rates and data quality, escalating risks or gaps where appropriate. • Consolidate and prepare information required for performance, promotion and talent discussions. • Support performance calibration and promotion discussions through data consolidation, reporting and process coordination. • Support managers and employees on process-related enquiries, escalating policy or judgement-based matters as required. • Track performance management outcomes and prepare reports and analyses to support decision-making. Identify trends, observations and process improvement opportunities arising from performance and promotion outcomes. • Support continuous improvement of performance management processes, user experience and operational efficiency, including through the adoption of appropriate digital, automation and AI-enabled tools where beneficial. 3. Learning & Development Operations • Support the administration, coordination and evaluation of learning, development and capability-building initiatives. • Coordinate learning programmes, workshops, talent initiatives and development activities. • Manage programme administration activities including participant coordination, nominations, attendance tracking, programme logistics and learning records. • Support learning and development initiatives that address identified development and capability-building needs. • Monitor development commitments, programme participation and completion rates, and follow up on outstanding actions. • Prepare learning participation, development and capability reports to support workforce development discussions. • Consolidate programme feedback and participation outcomes to evaluate effectiveness and identify improvement opportunities. • Support implementation of learning, talent and capability-building initiatives. • Contribute to improvements in learning, talent and performance processes, systems and employee experience, including identifying and implementing opportunities to leverage automation, AI-enabled solutions and digital technologies where appropriate. Qualifications & Requirements • Diploma or degree in Human Resources, Business, Psychology, Organisational Development, or a related field. • 2-5 years of relevant experience in talent management, learning and development, HR operations, or broader human resources functions; strong candidates with less experience may be considered for the Executive level. • Working knowledge of talent review, succession planning, performance management, and learning administration processes. • Strong analytical skills with the ability to interpret people data, generate insights, and prepare…