Talent Development & Culture Director
LocationCHN-Guangdong-Guangzhou
Work modeon-site
SeniorityDirector
Experience8–15 yrs
Company size10,000+ people
PostedAug 17, 2026 · 1mo ago
Verified live1d ago
At a glanceSummarised by Seekless from the posting.
8–10 years of progressive experience in talent development, organizational culture, leadership development, or organizational development
At least 3–5 years in a leadership role
Designing and executing successful talent development strategies (leadership development, succession planning) and culture initiatives
Experience in a corporate environment, preferably in a fast-paced or growth-oriented organization
Demonstrated experience leading teams and managing cross-functional projects
Strong influencing skills and ability to leverage expertise to design and deploy impactful people solutions
Fluent English at business level is required
Good business acumen and experience-strong analytical and problem-solving capability
Bachelor's degree and/or the equivalent combination of education and work experience
Experience of minimum 12-15 years (as per role requirement)
Advanced degree in HRM, Business Administration preferred
Normally worked as an expert in talent, organization development, or as a Strategic Business Partner within a multinational company
Job Description:
Key Responsibilities
Talent Development Strategy & Execution
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Develop and implement a comprehensive talent development strategy (including learning & development, leadership development, succession planning, and career pathing) that aligns with the company’s mission, vision, and business goals.
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Design and oversee end-to-end leadership development programs (e.g., executive coaching, emerging leader programs, management training) to build leadership capability at all levels.
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Lead succession planning initiatives to identify, assess, and develop high-potential employees (HiPos) for key roles, ensuring business continuity and leadership pipeline strength.
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Evaluate the effectiveness of talent development programs through metrics (e.g., retention rate of trained employees, promotion readiness, program ROI) and continuously iterate to improve impact.
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Partner with department heads to identify role-specific skill gaps and design targeted learning solutions (e.g., on-the-job training, e-learning, workshops) to address needs.
Organizational Culture & Employee Engagement
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Define, articulate, and embed the company’s core values and desired culture (e.g., inclusivity, innovation, collaboration) across all levels of the organization.
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Develop and execute culture initiatives to enhance associate engagement, belonging, and well-being (e.g., ARGs, recognition programs, culture workshops, feedback mechanisms).
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Lead regular associate engagement surveys, analyze results, and drive action plans to address gaps and strengthen culture.
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Partner with leadership team to model cultural values and ensure consistent communication of culture priorities across the organization.
Talent Management & Alignment
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Collaborate and coordinate with P&O peers (Talent Acquisition, performance management, Reward) to integrate talent development and culture into end-to-end talent lifecycle processes.
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Ensure talent practices (e.g., performance reviews, promotions, rotations) are aligned with cultural values and development goals.
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Advise senior leadership on talent and culture trends, risks, and opportunities, and recommend strategies to drive organizational effectiveness.
Team Leadership & Stakeholder Management
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Lead, mentor, and develop a team of talent development and culture professionals, fostering a high-performing, collaborative environment.
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Build strong relationships with key stakeholders to ensure alignment and adoption of talent and culture initiatives.
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Manage budgets for talent development and culture programs, ensuring efficient resource allocation and maximum ROI.
Job Specifications/Qualification
1.
Education & Professional Qualification
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A Bachelor’s degree and/or the equivalent combination of education and work experience is required, advanced degree in HRM, Business Administration preferred.
2.
Knowledge/Experience
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8–10 years of progressive experience in talent development, organizational culture, leadership development, or organizational development, with at least 3–5 years in a leadership role.
•
Proven track record of designing and executing successful talent development strategies (leadership development, succession planning) and culture initiatives.
•
Experience in a corporate environment, preferably in a fast-paced or growth-oriented organization.
•
Demonstrated experience leading teams and managing cross-functional projects
•
The ideal candidate would have normally worked as an expert in talent, organization development, or as a Strategic Business Partner within a multinational company.
•
The role requires a well-developed understanding of the key elements of the role of HR with experience of minimum 12-15 years.
•
Strong influencing skills and ability to leverage expertise to design and deploy impactful people solutions.
•
Fluent English at business level is required.
•
Good business acumen and experience-strong analytical and problem-solving capability.