JOB SUMMARY

The Talent Development Lead is responsible for leading the design and execution of the Group’s Talent Development strategy, ensuring scalable, high-impact learning and talent solutions across all hospitals/ Clinics.

Operating within a centralized Talent Development (CoE) model, this role drives capability building, leadership development, and talent pipeline strengthening. The position oversees learning design standards, talent programs, and digital learning ecosystem, while ensuring alignment with business priorities and organizational growth.

The role combines strategic leadership, program ownership, and team management, ensuring consistent, high-quality delivery across the system.

PRIMARY RESPONSIBILITIES

1. Talent Development Strategy & Framework

• Develop and drive the Group Talent Development strategy aligned with business objectives
• Define capability frameworks, learning architecture, and development roadmap
• Establish standardized approaches to learning and talent development across all hospitals
• Continuously evolve frameworks based on organizational needs and external best practices

2. Leadership & Talent Programs Ownership

• Design and lead enterprise-wide talent initiatives (e.g., leadership development, HiPo programs, succession planning)
• Ensure strong talent pipeline for critical roles (e.g., GM, leadership positions)
• Oversee talent assessment frameworks (9-box, 360 feedback, etc.)
• Monitor program effectiveness and talent outcomes

3. Learning Design Governance & Quality

• Set standards for instructional design, curriculum development, and learning experience
• Review and approve learning solutions developed by the team
• Ensure consistency and quality of programs across all assets
• Drive innovation in learning methodologies (digital, blended, experiential learning)

4. Learning Operations & Service Delivery

• Oversee planning and delivery of learning programs across hospitals
• Ensure service quality, scalability, and operational efficiency
• Define Service Catalog and Service Level Agreements (SLAs) for Talent Development
• Partner with HRBPs to ensure alignment with business needs

5. Digital Learning & Platform Strategy

• Define strategy and roadmap for Learning Management System (LMS) and digital learning ecosystem
• Ensure effective utilization and adoption of learning platforms
• Oversee content strategy and digital learning innovation
• Manage key vendors and technology partners

6. Data, Analytics & Workforce Insights

• Define KPIs and success metrics for Talent Development
• Oversee Training Needs Analysis (TNA) at organizational level
• Leverage data to identify capability gaps and inform strategic decisions
• Present insights and recommendations to senior leadership

7. Stakeholder Management & Business Partnership

• Partner with senior stakeholders (e.g., GM, functional leaders) on talent and capability development
• Influence business leaders on talent priorities and development strategies
• Ensure strong collaboration between Talent Development, HRBPs, and HR SSC

8. Team Leadership & Capability Building

• Lead and develop the Talent Development team
• Allocate resources effectively across projects and hospitals
• Build team capability in instructional design, analytics, and consulting skills
• Foster a high-performance, innovative team culture

9. Employer Branding and Internal Communication

• Define strategy and ensure alignment of learning-related employer branding and internal communication across the Group
• Partner with TA and Communications to position talent development programs as key drivers of employer value proposition
• Oversee and optimize communication effectiveness to drive engagement, visibility, and adoption of learning initiatives

10. Employee Engagement

• Define and drive the overall employee engagement strategy aligned with organizational culture and business priorities
• Lead the design of impactful engagement frameworks, programs, and employee experience journeys
• Leverage data insights to monitor engagement trends and drive continuous improvement
• Partner with senior stakeholders to embed engagement into leadership practices and organizational culture

11. Additional Responsibilities

• Contribute ideas to enhance learning and talent experience.
• Perform other related duties as assigned by the Talent Development Manager.

OUR CARE VALUES

Hoan My is guided by our CARE values: Commitment to Quality Care, Accountability for Outcomes, Respect for Our Communities, and Empathy with Our Patients. These principles shape how we work and how we treat one another. We seek people who put these values into practice and show excellence, innovation, and integrity in their work.

Required Background, Soft Skills and Mindset

• Bachelor’s degree in HR, Business, Education, or related field (Master’s preferred)
• 5-7 years of experience in Learning & Development or Talent Management
• Proven track record in leading leadership development and talent programs (HiPo, succession)

Proficiency in English (written and spoken) is a must.

• Proficiency in graphic design and multimedia tools — Canva, Photoshop, Premiere, CapCut, and AI-based design/editing tools is a must.
• Strong capability in building frameworks (capability models, learning architecture)
• Strategic thinking with ability to translate business needs into development solutions
• Strong stakeholder management, able to influence senior leaders (e.g., GM)
• Excellent consulting, facilitation, and presentation skills
• Data-driven mindset with ability to leverage learning analytics for decision making
• Experience managing LMS, vendors, and large-scale programs across multiple entities
• High ownership, results-oriented, with strong business acumen and change leadership

Others:

• Energetic and passionate about healthcare industry
• Business acumen
• Resource utilization
• Excellent result oriented
• Specialisting change
• Ownership
• Ethics & values; integrity, fairness & transparency
• Budget responsibility