Senior Manager/Assistant Director, Talent Development & …, Singapore

Eastspring is a global asset manager with Asia at its core. We create a culture in which diversity is celebrated and inclusion is assured for our colleagues, customers and partners.

• Firmwide Talent Development Strategy & Execution
  • Translate business strategy into a talent development plan that strengthens capability, leadership depth and mobility across functions.
  • Design and deliver development approaches that span career pathways, capability frameworks and targeted interventions for priority populations (e.g., investment, distribution, product, operations, risk).
  • Develop and maintain role‑based capability models (technical, leadership and enterprise behaviours) aligned to Eastspring’s culture and performance expectations.
  • Partner with HRBPs and business leaders to identify capability gaps and build pragmatic development solutions (blended learning, on‑the‑job experiences, cohort programmes, rotations, mentoring).
  • Embed development into core people processes (performance, succession, internal mobility, talent reviews) ensuring consistency and adoption.
• EI Graduate Programme – End‑to‑End Ownership
  • Own the EI Graduate Programme strategy, positioning and annual delivery plan (design, attraction, selection, onboarding, rotations, development curriculum, community building).
  • Lead stakeholder management with business sponsors, hiring managers, rotation hosts and HR partners to ensure a consistently high‑quality graduate experience.
  • Create and run a structured graduate journey including onboarding and induction, rotational planning and governance, learning roadmap (core and role‑specific), mentorship/buddy framework, performance checkpoints and feedback loops, project‑based learning and exposure to senior leaders.
  • Track graduate outcomes and continuously improve programme effectiveness (retention, performance, time‑to‑productivity, placement success, internal mobility).
  • Act as the face of the programme internally and externally, supporting employer branding, campus engagement and candidate experience.
• Talent Acquisition Strategy, Modernisation & Technology Enablement
  • Partner with Group TA colleagues, HR and hiring leaders to modernise talent acquisition by improving processes, tools, assessment rigor and candidate experience.
  • Advance technology use in TA (ATS optimisation, workflow automation, analytics dashboards, structured interviewing, assessment toolkits, enhanced sourcing approaches). Build scalable practices that improve quality‑of‑hire and reduce time‑to‑fill for priority roles, ensuring governance and consistency.
  • Provide advisory support to hiring managers on selection decisions, assessment quality and inclusive hiring practices.
• Talent Management, Succession & Internal Mobility Enablement
  • Support annual talent review processes by strengthening calibration, identifying critical roles and building actionable development plans for high potentials and successors.
  • Drive internal mobility practices by improving visibility of opportunities, career pathways and practical mechanisms to enable movement across teams.
  • Enable leaders to have better career and development conversations through tools, training and structured templates.
• Stakeholder Partnership & Culture Enablement
  • Build strong partnerships with senior leaders, HRBPs and COEs to ensure talent initiatives are adopted and sustained.
  • Contribute to culture and leadership priorities—helping embed desired behaviours through talent programmes, selection approaches and development pathways.
  • Represent the talent agenda with professionalism, credibility and strong business acumen, influencing without authority.
• Data, Insights & Governance
  • Establish KPIs and dashboards to measure effectiveness and ROI of development and acquisition efforts.
  • Use data and employee insights to refine programmes (participation, completion, promotion/readiness, retention, engagement, hiring funnel conversion, candidate NPS).
  • Ensure strong governance, documentation and risk management (consistent assessment, fair selection practices, compliance with internal policies).
  • Conduct annual search partner review together with HRBPs and be responsible for onboarding/off‑boarding search partners in the Coupa procurement system.

• Strong end‑to‑end understanding of talent development and acquisition disciplines.
• Program design expertise (needs analysis → design → delivery → measurement → continuous improvement).
• Advanced stakeholder management skills with ability to influence senior leaders.
• Strong project/program management discipline (planning, governance, risk management, delivery excellence).
• Data‑driven mindset: able to translate analytics into practical decisions and clear narratives.
• High standards for candidate/employee experience; customer‑centric design approach.
• Confident communicator: clear, structured, credible with senior audiences.
• Talent development frameworks (capability building, leadership development, high‑potential programmes, career pathways).
• Graduate/early careers programme design and management.
• Talent acquisition modernisation (structured interviewing, assessment methodology, talent mapping, pipelining).
• HR tech literacy (ATS/HRIS reporting, workflow design, process optimisation).
• Understanding of governance, fairness and risk considerations in hiring and talent decisions.

• Practical, hands‑on “builder” who can create structure from ambiguity and deliver at pace.
• Strong judgement and discretion; trusted partner to leaders.
• Continuous improvement mindset: curious, market‑aware, and willing to test‑and‑learn.
• Collaborative, resilient, comfortable operating across competing priorities.
• Comfortable working in a dynamic, fast‑paced environment with a continuous improvement mindset.
• Loves working in a team environment and is a great team player.

• 8–12+ years of progressive experience in Talent Development, Talent Management, Learning, Early Careers and/or Talent Acquisition (in‑house HR/COE experience strongly preferred).
• Proven experience designing and running graduate/early careers programmes end‑to‑end.
• Demonstrated track record modernising TA practices and/or implementing improvements to TA technology/processes.
• Experience within financial services / asset management / professional services environments is advantageous.
• Bachelor’s degree required; relevant professional certifications (e.g., IHRP, SHRM, CIPD) advantageous.

Eastspring is an equal opportunity employer. We provide equality of opportunity and benefits for all who apply and who perform work for our organisation irrespective of sex, race, age, ethnic origin, educational, social and cultural background, marital status, pregnancy and maternity, religion or belief, disability or part‑time / fixed‑term work, or any other status protected by applicable law. We also allow for reasonable adjustments to support people with individual physical or mental health requirements.