The Group Talent Development Manager is accountable for the ownership and activation of strategic leadership talent pipelines (Emerging and Pre-Executive levels) across the Group, within defined professional functions. The role ensures the Group has a robust internal pipeline, increased internal mobility and clear readiness for key leadership roles, aligned with business strategy and long-term succession needs.
Key Interfaces
This role acts as a strategic partner to
- Group HR and Talent Management
- Talent Development Managers and HR Business Partners in countries and companies
- Business leaders and functional leaders
Key Accountabilities
1.Building and securing internal leadership pipelines:
Build and secure a robust and diverse internal leadership pipeline for critical roles across defined professional families. Maintain a global view of successors, identify pipeline risks and challenge functions and countries on talent readiness and development actions.
2.Talent Identification & Development
Develop strong knowledge of High Potentials (mainly pre-Executive) and support leaders and HR in assessing leadership potential, using agreed Group standards. Ensure High Potentials access appropriate development actions and programs (coaching, mentoring, trainings).
3.Mobility orchestration
Drive strategic mobility for high potential talents across companies, countries, and functions. Match talents to opportunities and facilitate alignment between sending and receiving entities.
4.Contribution to Group Talent Strategy
Contribute to the definition and evolution of Group Talent Development strategy, governance and standards.
5. Add-on / Project Responsibilities
Contribute to selected Group initiatives (e.g., diversity programs, development streams, job referential, skills & competencies projects) and support the continuous evolution of talent development practices through benchmarking and market insights.
