Full Time Manager - Talent and Organizational Development Jobs, in Tonasco Malaysia Selangor - Maukerja

• Degree in Human Resources, Business Administration, Psychology, Organizational Development or a related field.

• 5–8 years of relevant experience in Talent Development, Learning & Development, Organizational Development or related HR functions.

• Experience in manufacturing, engineering or an industrial environment will be an advantage.

• Practical experience in competency management, talent development, performance management, career development or succession planning.

• Able to understand different job functions and translate business requirements into practical competency and development frameworks.

• Strong analytical, communication, facilitation and stakeholder-management skills.

• Hands-on, structured and comfortable working closely with Management and Department Heads to drive initiatives from development through implementation.

Overview:

We are looking for someone who is passionate about building structured approaches to talent development, competency management, career development and organizational learning.

You should be curious about how different functions work, able to understand what makes someone successful in a role, and capable of translating this into practical competency frameworks, career pathways and development plans.

As Tonasco continues to grow and strengthen its organisation, you will have the opportunity to shape and develop our people-development framework, working closely with Management, Department Heads and HR to build the capabilities required for Tonasco’s future growth.

Job Purpose

To strengthen Tonasco’s organizational and people capabilities through structured talent development, competency management, career development and organizational learning. This role works closely with Management, Department Heads and HR to build the capabilities and talent required to support the company’s growth.

Key Responsibilities

• Organization & Capability Development – Support organization design, role clarity and workforce capability planning aligned with business growth, manufacturing transformation and operational standards.

• Competency Management – Develop and maintain competency frameworks, proficiency standards and competency assessments across technical and operational functions.

• Talent, Succession & Leadership Development – Identify and develop high-potential talent and successors for critical technical and operational positions, while strengthening leadership, coaching, communication and people-management capabilities among Supervisors, Team Leads, and Managers.

• Learning & Development – Translate competency gaps and business needs into structured learning and development programmes, including technical skills, functional capability, digitalisation, automation and Industry 4.0-related competencies.

• Performance & Development – Strengthen performance management and individual development planning by linking employee work objectives, competency requirements and career progression with business needs.

• Talent Planning – Partner with Management, Department Heads and HR to anticipate current and future workforce and competency requirements, identify critical roles and skills, and establish talent development priorities to support business continuity, productivity and long-term competitiveness.

• Annual Leave
• Medical and Hospitalisation Leave
• EPF
• SOCSO
• EIS