Shanghai, China
about 1 hourHead, Talent Development & Talent Management (CoE), Global
Location: China – flexible location (Shanghai / Beijing / Shenzhen / Guangzhou / Chengdu)
Report to: CoE Head; dotted‑line to CHRO
Team size: 12‑15 direct reports
Scope: Global
Role Overview
We are seeking a Head of Talent Development & Talent Management (CoE) to design, build and embed enterprise‑wide talent development and talent management systems. Grounded in behavioural science, you will own the full end‑to‑end talent lifecycle, provide executive coaching to senior leaders, and act as the subject‑matter expert to enable HRBPs and business leaders to build robust leadership pipeline for long‑term business growth and transformation.
Key Responsibilities
Talent Development & Talent Management Framework Design & Institutionalisation
Design and roll out end‑to‑end talent management framework including talent philosophy, talent definitions and operating model.
Develop leadership competency & success profile architecture across job families and levels, translating business strategy, values and future capability needs into observable, measurable behaviours.
Own integrated talent cycle: talent review & calibration, 9‑box potential‑performance assessment, high‑potential identification, individual development plans (IDPs), succession planning and talent movement governance.
Establish career architecture and development pathways for critical roles, covering dual‑track management/expert progression and 70‑20‑10 experience‑driven development maps.
Executive Coaching & End‑to‑End Leadership Development
Deliver confidential, high‑impact executive coaching for senior leaders and top critical‑role holders.
Build internal coaching capability: set certification pathways, community of practice, supervision and ethics standards; curate and manage external executive coach vendor panel.
Architect full‑pipeline leadership development portfolios for emerging leaders, front‑line managers, mid‑level & senior executives and executive transition programmes via blended, cohort‑based and action‑learning approaches.
Design executive onboarding and transition acceleration for newly‑appointed or promoted senior leaders.
Partner with business stakeholders to embed on‑the‑job development including stretch assignments, job rotations, cross‑functional task forces, mentoring and sponsorship initiatives.
Assessment, Psychometrics & Talent Analytics
Develop assessment methodologies including assessment/development centres, behavioural structured interviews, 360‑degree feedback and psychometric tools, with strict governance for validity, fairness and adverse‑impact review.
Select, validate and govern usage of psychometric instruments, define ethical standards for individual assessment data application.
Build talent analytics dashboards and metrics covering leadership bench strength, succession coverage, talent quality and development programme ROI.
Turn talent data into actionable insights and executive‑ready narratives to support business decision‑making.
CoE Leadership, Toolkit Build & Capability Enablement
Lead the CoE function: develop standards, toolkits, playbooks and governance for HRBPs and business HR teams (focus on capability enablement rather than transactional delivery).
Lead, coach and grow the specialist team of talent development, assessment and L&D professionals.
Develop internal facilitation & trainer capabilities; oversee external vendors (assessment publishers, coaching firms, learning solution providers) on quality, cost and business impact.
Upskill HRBPs and people managers to conduct high‑quality talent conversations via calibration guides, facilitation materials and quality assurance.
Strategic Talent Advisory & Cross‑market Alignment
Advise CoE Head, CHRO and business leaders on talent risk, leadership bench health, succession readiness and critical‑role coverage.
Localise global group talent standards to fit China business reality, meanwhile feed China‑market insights back to global CoE.
Own talent development budget and annual talent calendar; report talent progress, outcomes and risks to senior leadership.
Leverage behavioural science expertise to provide advice on organisation design, culture, engagement and change management intersecting with talent agendas.
Requirements
Education
Nice to have: PhD in Industrial‑Organizational Psychology, Organisational Psychology, Human Resource Development, Behavioural Science or closely‑related disciplines.
Exceptional candidates with Master’s degree plus proven outstanding relevant track record may be considered.
Active participation in professional or academic communities (publications, conference speaking, adjunct teaching) is a strong plus.
Professional Experience
20+ years progressive experience in talent management, talent development, leadership development or organisational psychology.
Solid combined background in top‑tier talent/organisational consulting AND senior in‑house HR / CoE / TM‑OD leadership roles within large, complex matrix organisations.
Proven track record of end‑to‑end talent, competency or leadership framework design from strategy conception to organisation‑wide adoption.
Substantial executive coaching practice with 500+ documented coaching hours; proven credibility coaching C‑suite and senior executives through complex behavioural and leadership transitions.
Exposure to both multinational and China domestic business environments; experience in high‑growth, transformation or restructuring scenarios preferred.
Certifications & Language
Preferred: ICF PCC / MCC or equivalent executive coaching certification Hands‑on certification and deep expertise in psychometric assessments (personality, cognitive, multi‑rater 360, leadership derailers etc), with ability to evaluate and validate assessment tools.
Assessment / Development Centre design & assessor certification highly desirable.
Fluent written & spoken Mandarin and English; Arabic is a bonus.
Core Functional Competencies
Enterprise talent framework design for matrix multi‑business organisations.
Senior‑level executive coaching and full‑pipeline leadership development architecture.
Deep expertise in assessment centre design, psychometrics, fairness & validity governance.
Talent analytics: build metrics & dashboards, translate data into executive‑level insights.
High‑stakes stakeholder facilitation & advisory skills, ability to influence senior business leaders in cross‑cultural matrix environment.
