Senior Manager Talent Development

Talent Development

• Architect and lead a comprehensive, enterprise-wide talent development strategy aligned to Suntec Concrete's business goals and growth trajectory.

• Design and implement programs that develop employees at all levels, from frontline team members to senior leaders, with clear, measurable outcomes.

• Partner with business leaders and HR Business Partners to assess talent gaps, identify high-potential individuals, and build actionable development plans.

• Partner with the CPO and executive leadership to define, activate, and sustain a culture of trust, accountability, and continuous growth.

• Oversee the design and facilitation of high-impact learning experiences in both in-person and virtual formats.

• Establish learning evaluation strategies and measurement frameworks that demonstrate ROI and continuously improve program effectiveness.

Career Pathing & Growth Frameworks

• Design and implement structured career pathing frameworks that give every Suntec employee a clear line of sight from where they are to where they can go.

• Build role clarity and progression models that define what success looks like at each level of the organization.

• Partner with department leaders to create individualized development pathways that balance organizational needs with employee aspirations.

• Champion internal mobility and promotion-from-within as core pillars of the talent strategy.

• Serve as a trusted coach and thought partner to leaders at all levels, helping them unlock the full potential of their teams.

Competency Model Development

• Lead the development and implementation of an enterprise competency model that defines the knowledge, skills, and behaviors required across all roles and levels.

• Ensure competencies are embedded into the full employee lifecycle: hiring, onboarding, performance, development, and succession.

• Leverage competency data to inform capability planning, identify development priorities, and guide leadership decisions.

• Regularly review and evolve the competency model to stay aligned with business strategy and industry trends.

Training & Development Roadmap

• Develop a multi-year Learning & Development roadmap that prioritizes the right capabilities at the right time across the enterprise.

• Build scalable, blended learning solutions including instructor-led, digital, experiential, and peer learning, tailored to a dynamic, field-based workforce.

• Build and maintain strong vendor and consultant relationships to supplement internal capabilities where needed.

• Develop new manager and leader onboarding programs that accelerate time-to-effectiveness and cultural integration.

Suntec University, E-Learning & LMS Administration

• Lead Suntec University as the central hub for employee learning, growth, and professional development across the organization.

• Oversee the strategy, content curation, and ongoing evolution of the Suntec University curriculum to ensure it remains relevant, engaging, and aligned to business priorities.

• Manage all e-learning development and delivery, partnering with subject matter experts to create digital content that is accessible, scalable, and effective for a diverse workforce.

• Leverage LMS data and analytics to track learner progress, measure program effectiveness, and surface insights that inform the broader talent development strategy.

• Evaluate and implement new e-learning tools, authoring platforms, and digital learning technologies to keep Suntec's learning ecosystem modern and future-ready.

Performance Management & Individual Development Plans

• Lead the design and execution of the enterprise performance management strategy, ensuring a consistent, fair, and growth-oriented experience for all employees.

• Develop and champion a robust Individual Development Plan (IDP) framework that empowers every employee to own their growth with clear goals, milestones, and manager support.

• Partner with HR Business Partners and managers to embed IDPs into regular performance conversations and talent review cycles.

• Use performance data and development insights to identify capability gaps, inform succession planning, and prioritize learning investments.