AGM/DGM - Talent Management & OD

Merino Industries Limited is looking for an experienced HR professional to lead Talent Management and Organization Development initiatives, with responsibility for Learning & Development, employee induction and Employee Engagement.

This role offers an opportunity to work closely with the CHRO and business leaders to strengthen leadership pipelines, build organizational capabilities and foster a high-performance culture across the organization.

Key Responsibilities:

1. Strategic Talent Management and Succession Planning

• Develop and institutionalize a company-wide talent management framework covering identification, assessment, development and deployment of talent.
• Establish a structured process for identifying high-potential employees and critical talent across functions, plants and sales.
• Lead periodic talent reviews and succession planning for critical leadership and business roles.
• Develop succession pipelines with clear readiness assessments, development actions and accountability.
• Monitor retention risks for critical talent and recommend appropriate interventions.

2. Leadership Development

• Design leadership competency frameworks aligned with Merino's values, business strategy and leadership expectations.
• Develop differentiated learning journeys for emerging leaders, middle management, senior leaders and functional/technical experts.
• Implement individual development plans, executive coaching, mentoring, cross-functional projects and experiential learning.
• Evaluate leadership development effectiveness through demonstrated behavioral change, readiness for larger roles and business impact.

3. Performance and Potential Management

• Strengthen the performance management process through measurable objectives, goal quality, periodic reviews and consistent performance calibration.
• Facilitate performance-potential assessment and talent segmentation in partnership with business leaders and HRBPs.
• Establish development and career actions based on assessment outcomes.
• Improve managerial accountability for performance feedback, employee development and talent decisions.

4. Career Architecture and Internal Talent Mobility

• Develop career pathways and progression criteria for identified critical roles and job families.
• Institutionalize career conversations, internal job opportunities and cross-functional/cross-location movements.
• Identify employees suitable for expanded responsibilities, lateral development and succession opportunities.
• Promote fair, transparent and merit-based talent decisions.

5. Organization Development and Effectiveness

• Partner with the CHRO and business leaders on organization design, role clarity, spans and layers, decision rights and organisation effectiveness.
• Conduct organisation diagnostics, employee listening and culture assessments to identify barriers to performance.
• Facilitate change management and leadership alignment for strategic business and organisational initiatives.
• Support the evolution of a high-performance, collaborative and accountable culture.

6. Capability Development and Learning Effectiveness

• Identify current and future capability gaps across manufacturing, sales, supply chain, corporate functions and leadership roles.
• Develop role-based capability matrices and targeted development interventions.
• Establish appropriate measures to assess learning application, skill improvement and business impact.
• Partner with internal subject-matter experts and external institutions to deliver relevant development programmes.

7. Talent Analytics and Governance

• Establish dashboards covering succession depth, talent readiness, internal fill rates, HiPo retention, development progress and critical talent risks.
• Present periodic talent and organisation effectiveness reviews to the CHRO and leadership team.
• Ensure consistency, confidentiality, fairness and data integrity in talent assessment and succession decisions.
• Continuously benchmark relevant practices and improve processes based on organisational needs and business outcomes.