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Manager, Talent Management

FFM Berhad, Sungai Buloh, Selangor
 
To support the effective implementation and execution of the Group’s talent management frameworks and initiatives across subsidiaries.  The role ensures disciplined execution of talent processes, maintains consistency and governance, and provides practical insights to strengthen talent practices and organisational capability across the FFM Group. Additionally, the role plays a key role in supporting the implementation of strategic talent pipeline initiatives, including FFM Group’s Management Trainee Programme and campus engagement initiatives.
This role operates within a Group HR model that balances standardisation with business realities. The incumbent is expected to collaborate closely across subsidiaries, demonstrate strong ownership of outcomes, and contribute to continuous improvement of Group HR practices.
 
 
Accountabilities
 
Talent Management Programme Execution
  • Support the implementation of FFM Group-wide talent management frameworks, tools, and initiatives as defined by Group HR leadership.
  • Coordinate and drive the execution of key talent processes cross subsidiaries, including succession planning, talent reviews, and development planning.
  • Ensure timelines, milestones, and deliverables are achieved consistently across the FFM Group.
 
Process Coordination & Governance
  • Maintain structured and well-documented talent management processes and workflows.
  • Ensure consistent application of talent management policies, templates, and guidelines across subsidiaries.
  • Monitor compliance with established talent management processes and escalate gaps or risks where necessary.
 
Talent Review & Succession Planning Support
  • Facilitate and coordinate talent review sessions with business leaders and HR teams.
  • Consolidate and maintain accurate talent and succession data across the Group.
  • Track succession coverage and development progress for critical roles.
 
Performance Management Administration & Support
  • Support the implementation and administration of performance management processes and cycles across subsidiaries.
  • Coordinate performance review timelines, calibration sessions, and documentation.
  • Ensure data accuracy and consistency in performance records and reporting.
 
Talent Data, Reporting & Insights
  • Maintain talent databases, dashboards, and reporting tools.
  • Prepare periodic reports on key talent indicators (e.g. succession coverage, high-potential development progress, performance ratings distribution).
  • Highlight trends, gaps, and operational issues to support decision-making by Group HR leadership.
 
Stakeholder Support & Engagement
  • Work closely with HR teams and subsidiaries to provide guidance on talent management processes and requirements.
  • Provide practical support to ensure smooth implementation of talent management initiatives across subsidiaries.
  • Act as a reliable point of contact for coordination and follow-through on talent-related matters.
 
Continuous Improvement & Innovation
  • Identify opportunities to streamline talent management processes and improve efficiency.
  • Recommend practical enhancements to tools, templates, and workflows based on operational experience.
  • Share ideas and feedback to strengthen the effectiveness and sustainability of talent initiatives.
 
Capability Building Support
  • Support the preparation and delivery of communication materials, briefing sessions, and training related to talent management processes.
  • Assist in building understanding and confidence among managers in applying talent management practices.
 
Management Trainee Programme & Campus Engagement Coordination
  • Support the implementation and execution of the Group’s Management Trainee (MT) programme as a key talent pipeline initiative.
  • Coordinate programme planning, timelines, and activities to ensure structured and consistent delivery across the Group.
  • Work closely with the Talent Acquisition COE to align campus engagement initiatives with the objectives of the MT programme.
  • Coordinate selection process, onboarding, rotations, and development activities for Management Trainees in collaboration with HR teams and subsidiaries.
  • Monitor trainee progress, performance, and development milestones, and maintain accurate programme records and documentation.
  • Prepare periodic updates and reports on programme status, outcomes, and improvement opportunities.
  • Identify operational improvements to strengthen programme effectiveness and sustainability.
  • Maintain programme governance documentation, including programme structure, rotation plans, development milestones, and evaluation records.
 
Leadership & Culture
  • Role model a strong talent mindset across the organisation.
  • Drive a culture of meritocracy, development, and internal growth.
  • Support organisational transformation and change initiatives.
 
Additional Responsibilities
  • Undertake projects and assignments as directed by the Head of HR and senior management.
 
 
 
Qualification, Experience and Skills
  • Bachelor’s degree in Human Resources, Psychology, Business Administration, or related discipline. Master’s degree preferred.
  • Minimum 6 – 8 years of experience in Human Resources, with exposure to Talent Management and HR operations.
  • Experience supporting performance management, succession planning, or talent processes.
  • Experience working in a structured or multi-entity organisational environment is an advantage.  
  • Strong understanding of talent management and performance management processes.
  • Proficiency in HR systems and data management.
  • Ability to organise and manage multiple timelines and deliverables effectively.
  • Strong attention to detail and process discipline.
 
Competencies
  • Able to make and assess personal/team decisions and align actions with organisation’s vision and mission.
  • Able to establish and maintain open/trusting relationships with colleagues and stakeholders to nurture collaborative partnerships and work towards a common goal.
  • Able to contribute and encourage new ideas and approaches to support business growth; demonstrate openness to and enthusiasm for new initiatives and appropriately challenges the status quo; adapt and improvise quickly, appropriately, and decisively to internal/external changes.
  • Able to display accountability for team and personal decisions/outcomes and take proactive actions to achieve results with dedication to follow through on commitments; create plans and manage resources to accomplish and deliver self and team’s commitments.
  • Able to understand and prioritise stakeholders’ needs/expectations and develop solutions to improve service delivery.
  • Able to appreciate the complex interrelationships between external factors and internal business operations and develop strategic plans in response to market shifts and shocks anchored on organisation's vision, purpose, and strategy.
  • Able to nurture the culture of learning organisation.
 
 
 
 
 
 
 
 
 
 

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