Leadership and Growth Strategist  

What a day at work for you will look like:

• Leadership and Learning Partnership (Consultancy), Assist leaders in leadership and growth strategy by showing understanding of job activities and required knowledge, skill, and behavior to perform at the jobs; and show reliability in the following areas: career coaching, performance management, data analysis, employee relations, learning and development, recognition programs, and HR compliance.
• Adhoc learning and development program: Be accountable for the user learning journey experience, determining the best approach for the user segment, and be responsible for end-to-end facilitation of the learning materials and asset
• Advocacy and stakeholder management: Manage communications strategy to user segment, build positive development experience, manage employees from the user segment, and maintain relationships and gain feedbacks to improve their learning experience
• Assisting Middle and Senior Management Leaders in Leadership and Growth. Provide coaching, support, and consultation to new managers and middle management leaders on career coaching, developing their talents, responding to employee issues and concerns, and supporting problem-solving; identify mentoring and coaching opportunities for new managers and middle management leaders to strengthen their leadership and people management skills.
• Growth strategy, Leverage knowledge of HR, startup culture, or the industry to set and execute talent growth strategy and influence middle and senior management, often also by providing insightful data to guide the resolution process.
• Assisting Talent Growth Management, Maintain and ensure the implementation of the Career and Competency Framework by analyzing the effectiveness of Job Descriptions of all employees throughout the organization to get it aligned with all the analyses provided by the leader of the department.
• Organization development: Assist talent management (in leadership, performance, and growth) strategic plans, prepares the organization capabilities (including growth and succession plan) to anticipate the growth of the company through talent management: establish the systematic program, identify covered positions, develop talent needs, profile and match employees, identify gaps/potentials, set development goals, implement development program, measure progress and make adjustments.
• Career implementation and job analysis: Maintain and ensure the implementation of the Career and Competency Framework by analyzing the effectiveness of Job Descriptions of all employees throughout the organization to get them aligned with all the analyses provided by the leader of the department
• Competency Management: Maintain and ensure the implementation of the Career and Competency Framework by analyzing 360 and appraisal results to see the effectiveness of job clarity and leadership throughout the organization
• Fair and calibrated evaluation: Assist fair and reliable implementation of evaluation system (appraisal, 360, etc) and succession programs to measure the effectiveness of a program and propose corrective actions by procedures and expected outcomes
• Learning program and strategy: Recommend development program to be used by either Learning (L&D) team or Managers of other divisions based on the analysis conducted from Performance Management and assessment result
• Leadership program and strategy: Create and lead/assist any talent development program focused on identifying and forming a strong leadership board with a strong perspective on company’s values, performance, and growth culture, develop them to build a non-toxic, strong, and cohesive environment

Is this you?

• A people analytic: A sixth sense for why one person is performing and the other not yet. Should be able to quickly and often correctly assess what would it take to get someone to the next level
• A true teacher: Someone who loves standing in front of a big group of people every single day, and get that group excited, moving, and learning through interactive teaching and valuable attention
• Mature, ambitious, and self-driven: Leads by example, brings the fire to work every single day, and is able to face problems
• Critical and resourceful: A 'why' person. Thinks critically and puts in the additional effort to get to the right conclusion, dares to challenge the status quo, and is always on the lookout to improve
• Min. Bachelor degree (S1)
• Min. 5 years of experience specifically in talent management and/or organization development
• Min. of 3 years of project management, program management, and/or process improvement experience
• Min. 3 years experience working DIRECTLY with leaders and senior employees.
• Min. 2 years experience assisting the growth of millennials
• Well aware with the foundation of coaching skill
• ALL parts of Talent Management (specifically competency, career, and other growth-related HR management)
• General HR knowledge in multiple areas (the more the better), such as role clarification (job design), performance management, recognition programs, culture building, employee engagement, coaching and development, conflict resolution, employee relations, data collection, and analysis
• Experience in a start-up or similar environment (majority millennials and fast-phase) is a plus
• Effective communication, interpersonal, and client service skills. Confidence and comfort delivering empowering session (public speaking) in order to inspire growth
• Ability to coach or to clearly communicate in discussions and written documents to inspire growth
• Ability to influence diplomatically and fairly with a range of stakeholders.
• Ability to grow professionally by actively learning and staying up-to-date in areas of expertise.
• Ability to deliver regular updates and feedback clearly and tactfully.