What Jobs are available for Talent Management in the Philippines?

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Role Type
Temporary (1-year)

Reports to
Talent Management & Learning Development - Center Process Manager

Duty Post
Taguig City, Philippines

Application Deadline
October 9, 2025

Talent Management and Learning Development Specialist (Temporary)
The Talent and Learning Specialist ensures efficient service delivery to all partners, including entities, regions, and employees, in alignment with Service Level Targets. This role involves providing quality, timely, end-to-end service across all People and Culture (P&C) areas per Standard Operating Procedures (SOPs). Responsibilities include maintaining data within the GBS scope, preparing documents and certifications, generating reports, supporting communication within defined procedures, promoting the deployment of my JTI, collaborating closely with the market to ensure GBS processes are current, and updating SOPs to reflect system and process changes.

As the
Talent Management and Learning Development Specialist
in the area of
People & Culture - Service Delivery
, you will

• Ensure efficient delivery of Talent Management and Learning and services to all partners (Entities, HQ, JTI employees) in line with agreed Service Level Agreements.
• The responsibilities include timely completion and quality assurance of performance and talent reviews, handling employee nominations and follow-ups for training programs, coordinating the mentoring program including nominations and mentor/mentee matching, administering assessments per the Global Assessment Portfolio, handling access and analyzing usage of JTI Global Digital Learning platforms (such as Rosetta Stone, LinkedIn Learning, edX, Gartner), maintaining local Learning Catalogues in SuccessFactors, and being responsible for employee enrollment and session follow-ups in SuccessFactors, while addressing TM and L&D related queries and acting as an internal TM and L&D advisor within their area of responsibility.
• SOPs and related Documents Updates
• Talent and Learning Specialists updates the related working documents and procedures if case of changes. Updates Service Catalogue if the service becomes obsolete or a new service is added to the catalogue. Creates training documents, provides input to on-line learning modules, knowledgebase articles, one pager, etc.
• MyJTI Support
• Talent and Learning Specialist provides advisory support to JTI community on how MyJTI should be used, and what is the most appropriate and efficient way to request vital services from GBS. They collect user feedback and address it to MyJTI power users for further system improvements.
• Other tasks including
• Perform the vital onboarding/training/support activities for the new team members. Handle various tasks and projects as they arise and upon manager's request.

Requirements

• University degree or equivalent experience (Bachelor, Master)
• At least 1 year of validated and relevant experience in a multinational organization in a similar role preferably with hands on Success Factors and/or Mentorcliq experience.
• Experience in the area of learning and development is a plus.
• Fluent written and spoken English. Other languages would be an asset.
• Profound knowledge of Talent Management process and Learning & Development needs.
• Proven understanding of Success Factors (Talent Management and Learning and Development modules).
• Excellent knowledge of Excel.
• Strong Customer Service Mentality.
• Understanding cross-cultural sensitivity.
• Lean / 6-Sigma methodology knowledge is a plus.
• Excellent teammate, open minded and flexible.
• GBS related certification is a plus (Certified GBS Professionals Program, etc.

What To Expect
Expect wellbeing initiatives, flexible work arrangements, growth opportunities, and other benefits.

Are you ready to join us? Build your success story at JTI. Apply now

Next Steps

After applying, if selected, please anticipate the following within 1-3 weeks of the job posting closure Phone screening with Talent Advisor > Assessment tests > Interviews > Offer. Each step is eliminatory and may vary by role type.

At JTI, we strive to create a diverse and inclusive work environment. As an equal-opportunity employer, we welcome applicants from all backgrounds. If you need any specific support, alternative formats, or have other access requirements, please let us know.

Department People

LevelExperienced (Individual Contributor)

LocationPhilippines - Manila

The People team plays a crucial organisational role in Shopee by channeling important resources to key functions in the company. People are key to Shopee's growth, and as our business expands, so does the need to develop and support our employees.

Job Description:

• Support the planning and implementation of Talent Management projects and initiatives, including Talent Identification, Talent Engagement, as well as all associated administrative duties
• Collaborate with business and HR stakeholders on the annual talent review process, analyzing and reporting key metrics.
• Assist in initiatives to identify, retain, and develop key talents within the organization.
• Coordinate and support Management Associate strategy and engagement activities.
• Conduct research on industry best practices and analyze talent data to generate insights on the current talent pool and future talent needs.
• Prepare reports, presentations, and recommendations to support talent-related initiatives and decision-making.

Requirements:

• BS/BA degree; masters degree in human resources, I/O psychology
• At least 4 years work experience with 2-3 years prior experience specific to organizational design, talent development, key talent strategy, engagement
• Strong logical thinking; can capitalize on limited data/systems to create functional work processes
• Strong stakeholder management and communication (verbal and written) skills, ability to foster relationships, and work collaboratively across different seniority levels within Shopee
• Comfortable to work with ambiguity and empowerment
• Detail-oriented with strong growth mindset for continuous improvement

The People team plays a crucial organisational role in Shopee by channeling important resources to key functions in the company. People are key to Shopee's growth, and as our business expands, so does the need to develop and support our employees.

Job Description:

• Support the planning and implementation of Talent Management projects and initiatives, including Talent Identification, Talent Engagement, as well as all associated administrative duties
• Collaborate with business and HR stakeholders on the annual talent review process, analyzing and reporting key metrics.
• Assist in initiatives to identify, retain, and develop key talents within the organization.
• Coordinate and support Management Associate strategy and engagement activities.
• Conduct research on industry best practices and analyze talent data to generate insights on the current talent pool and future talent needs.
• Prepare reports, presentations, and recommendations to support talent-related initiatives and decision-making.

Requirements:

• BS/BA degree; masters degree in human resources, I/O psychology
• At least 4 years work experience with 2-3 years prior experience specific to organizational design, talent development, key talent strategy, engagement
• Strong logical thinking; can capitalize on limited data/systems to create functional work processes
• Strong stakeholder management and communication (verbal and written) skills, ability to foster relationships, and work collaboratively across different seniority levels within Shopee
• Comfortable to work with ambiguity and empowerment
• Detail-oriented with strong growth mindset for continuous improvement

• Co-create learning and development strategies and targeted programs based on current and future business and competency requirements. This also includes conducting periodic strategy review and correction if L&D strategy is found not to meet business need or there is a change in business strategy and priorities.
• Define required financial resources for L&D and prioritize spending to invest in strategic organizational capabilities to enable current and future business strategies and objectives.
• Develop assessment and monitoring process to capture Ripple of Impact of L&D strategy and programs.
• Create business case for organizational development and change interventions to build, embed and sustain people and organization resilience and effectiveness. Align organization development and change management interventions to support and enable business strategy and goals.
• Recommend organizational and change management delivery model, including diagnostic tools to assess the organizations current and future capability needs and agility to respond organizational development and change management needs.
• Influence and play a part in the strategic development initiatives both at group and functional level strategy development sessions to ensure strong alignment of OD interventions and programs.
• Develop, implement and embed a performance management framework, ensuring policies and procedures and processes are robust and relevant to the needs of the business.
• Provide appropriate support, in collaboration with the Entity HR Heads, to line managers to cascade and communicate their objectives and key results (OKRs) to their team members and develop performance goals that are strongly aligned to the groups balance score card BSC and Entity OKRs.
• Create communication toolkit and support line managements to communicate overall performance appraisal ratings to their respective team members.
• Evaluate the effectiveness of the performance management system by analyzing data and feedback and developing continuous improvement actions.
• Deploy and embed talent management framework and processes to identify, nurture and retain talents to meet current and future needs of the business.
• Implement talent assessment tools to support efforts to identify high performing and high potential emerging talents and future leaders across the company.
• Facilitate talent review and succession planning sessions together with entity Heads of HR across the company.
• Gather and analyze talent related data, in collaboration with the Lead, EX and People Analytics to derive insights on the effectiveness of talent management programs.
• Co-create career development framework and toolkits to enable employees and take ownership of their career in Concepcion.
• Coach and enable line managers to provide consistent career development conversations with the end in mind to develop and nurture to enable them to reach their full potential and meet current, and future needs of the business.
• Plan and execute company-wide communication activities to build awareness and understanding of career structure and available options within the company.
• Gather and review feedback on effectiveness of the company's career development framework, policy and programs in sharing employee's career progression and identify / execute areas for improvement.
• Correlate financial and workforce analytics to design HR metrics, identify causal relationships, analyze trend, and draw workable insights to facilitate decision-making in relation to nurturing talents and building future leaders across the company.

• In collaboration with the Lead, EX and People Analytics, develop insightful presentations derived from HR metrics and workforce analytics using dashboards or data visualization tools.

• Minimum Qualifications: Solid related work experience in the field of human resource, learning and organization development, or similar disciplines, with hands-on experience in developing and executing learning and development, talent management and development programs, organization review and design processes.

• Bachelor's degree in psychology, behavioral science, organization development or social science is required.

Concepcion Industrial Corporation (CIC) is a leading provider of consumer lifestyle and enterprise solutions in the Philippines. Established in 1962 by Jose Concepcion Sr., the company began as a manufacturer and distributor of Carrier air conditioning units. Over the years, CIC has expanded its portfolio to include a wide range of products and services designed to meet the needs of Filipino homes and businesses. CIC operates through several subsidiaries, including Concepcion-Carrier Airconditioning Company (CCAC), Concepcion Durables Inc. (CDI), Concepcion Midea Inc. Philippines (CMIP), Concepcion Otis Philippines Inc. (COPI), Concepcion Business Services Inc. (CBSI), and Cortex Technologies Corporation (CTC). These subsidiaries offer products and services such as air conditioning, refrigeration, elevators, escalators, and small domestic appliances. With a history spanning over six decades, CIC continues to be a trusted name in the industry, committed to improving the lives of Filipino consumers through innovative and reliable products.

Job Description:

• Coordinate and execute campus recruitment initiatives, which include but not limited to sponsorship to student organizations, career fairs, career talks and information sessions with partner universities.
• Build and maintain relationships with university career centers, student organizations, review centers and professional associations to promote internship and employment opportunities.
• Manage the end-to-end internship program by collaborating with academic institutions, screening candidates, scheduling interviews, onboarding and offboarding interns.
• Assist in developing attractive recruitment materials and presentations tailored for campus events to enhance employer branding among students and recent graduates.
• Track and analyze recruitment metrics related to campus hiring activities to support continuous improvement and report outcomes to Talent Management leadership.
• Serve as a point of contact for students, university and review center representatives, providing guidance and responding promptly to inquiries throughout the recruitment process.
• Facilitate requirements and documentation for new interns and campus recruitment activities.
• Support other talent management initiatives such as internship program reviews, feedback collection, and post-placement follow-ups to ensure positive candidate experience.

Qualifications:

• Graduate of Bachelor's degree in Psychology, Human Resources, Management, or the equivalent
• Possess good communications and interpersonal skills
• Amenable to work on a Hybrid Set-up
• Available to start immediately

JOB SUMMARY

The primary responsibility of the Talent Management Manager is to design, implement, and oversee programs that attract, develop, retain, and engage top talent, with a focus on succession planning, leadership development, performance management, career pathing, and employee engagement.

KEY FUNCTIONS

• Talent Strategy & Planning: Implementing talent management strategies, identifying talent gaps, leading succession planning, developing high-potential employees, co-creating leadership acceleration programs, and tracking Individual Development Plans (IDPs).
• Leadership Development & Learning Strategies: Developing and delivering specialized learning interventions, designing blended learning approaches, ensuring training alignment with organizational values and best practices, and assessing evolving leadership competencies.
• Talent Analytics & Progress Monitoring: Establishing success indicators, utilizing data-driven insights, and presenting reports on talent trends and program ROI.
• Performance Management: Providing coaching and training to managers on goal setting and feedback, and aligning performance management processes with career growth.
• Employee Engagement & Retention: Recommending initiatives for retention and recognition, and partnering with HR Business Partners on engagement challenges.
• Stakeholder Engagement & Program Advocacy: Collaborating with HR and business leaders, and facilitating talent review sessions.

EXPERIENCE / EDUCATION

Requirements:

• Bachelor's or Master's degree in Human Resources, Organizational Development, Psychology, or a related field
• Minimum 3-7 years of experience in talent development, succession planning, or leadership development (preferably in healthcare or corporate HR)
• Strong background in designing, developing and facilitating leadership programs
• Experience working with competency frameworks, talent assessments, and IDPs
• Excellent stakeholder management, program management, and communication skills
• Knowledge of hospital operations, accreditation requirements, and healthcare leadership trends is a plus

Key Responsibilities

• Manage administration, communication, and tracking for talent development programs
• Coordinate program logistics, including enrollment, reminders, and follow-ups
• Maintain and edit leadership resources, competency libraries, and development guides
• Curate and organize leadership development content and articles
• Collect and analyze data to evaluate program effectiveness and improvement areas
• Support Workday processes and oversee vendor coordination for coaching services
• Prepare and update enablement materials such as job aids and playbooks
• Assist with talent review preparation, documentation, and data reporting
• Ensure accurate and reliable execution of talent operations with a focus on continuous improvement

Qualifications

• Bachelor's degree required
• 3–5 years of experience in training, communications, HR, or project management within a global/shared services setting
• Skilled in data entry, tracking, and generating insights
• Strong editing, proofreading, and version control abilities
• Understanding of instructional and visual design principles
• Proficiency in Microsoft Office (Word, Excel, PowerPoint)
• Experience with project management tools (e.g., Asana)
• Preferred: Familiarity with Workday, vendor management, and process automation

Job Types: Full-time, Permanent

Benefits:

• Company Christmas gift
• Company events
• Health insurance
• Life insurance
• Opportunities for promotion
• Promotion to permanent employee

Application Question(s):

• How much is your expected salary?

Work Location: In person

Job Summary:

The Talent Management Supervisor will play a pivotal role in shaping and implementing talent management strategies that align with the organization's goals and objectives. This position is responsible for overseeing the development, implementation, and evaluation of talent management programs, including performance management, succession planning, employee development, and engagement initiatives. The ideal candidate will possess strong leadership skills, a deep understanding of talent management best practices, and the ability to foster a culture of continuous learning and development within the organization.

Principal Duties and Responsibilities:

Talent Management Strategy:

• Develop and implement comprehensive talent management strategies that support the organization's objectives and enhance employee engagement and retention.
• Collaborate with senior leadership to identify talent needs and create programs that align with business goals.

Performance Management:

• Oversee the performance management process, ensuring it is effective, fair, and aligned with organizational values.
• Provide guidance and support to managers in conducting performance evaluations and setting development goals for employees.

Succession Planning:

• Lead succession planning initiatives to identify and develop high-potential employees for key positions within the organization.
• Create and maintain talent pipelines to ensure a robust pool of candidates for critical roles.

Employee Development:

• Design and implement employee development programs, including training, coaching, and mentoring initiatives, to enhance skills and competencies.
• Assess training needs and evaluate the effectiveness of development programs to ensure continuous improvement.

Data Analysis and Reporting:

• Utilize data analytics to track talent management metrics, assess program effectiveness, and inform decision-making.
• Prepare and present reports to senior leadership on talent management initiatives and outcomes.

Collaboration and Communication:

• Partner with HR and other departments to ensure alignment of talent management initiatives with overall organizational strategies.
• Communicate talent management programs and initiatives effectively to all employees, fostering awareness and participation.

Key Requirements:

Education:

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, or a related field; Master's degree preferred.

Experience:

• 3+ years of experience in talent management, organizational development, or related HR functions, with a focus on performance management and employee development.

Skills:

• Strong knowledge of talent management best practices and methodologies.
• Excellent communication and interpersonal skills, with the ability to build relationships at all levels of the organization.
• Proven ability to analyze data and generate actionable insights.
• Strong project management skills, with the ability to manage multiple initiatives simultaneously.

Preferred Qualifications:

• Professional certification in Human Resources (e.g., SHRM-CP, PHR) or Organizational Development.
• Experience with HRIS and talent management software.

Work Environment:

• Primarily office-based with potential flexibility for remote work.
• Collaborative and dynamic environment, requiring adaptability and a proactive approach to challenges.

About the role

As Talent Management Lead for Performance Management, you lead the design, implementation, and continuous enhancement of the performance management framework, ensuring alignment with the organization's goals, talent development strategies, and leadership pipeline needs.

What you'll be doing

• Manage the full performance management cycle, including planning, review, calibration, and feedback facilitation.
• Oversee succession planning, talent mapping, and development planning across key roles and departments.
• Partner with business leaders to monitor high-potential employees and critical talent readiness.
• Analyze performance trends and generate insights to guide HR strategies and organizational decisions.
• Ensure timely and consistent communication of performance processes and expectations across the organization.
• Provide thought leadership in talent review design, criteria setting, and alignment with career development.
• Manage and improve IDP tracking, talent calibration, and succession planning efforts
• Facilitate talent reviews and provide data-driven insights to business leaders
• Drive implementation of the performance management cycle (goal setting, mid-year and year-end reviews)
• Implement learning programs based on skills gap and organizational needs
• Collaborate with HR Business Partners and Leadership Teams for development planning
• Monitor performance trends and propose interventions to close gaps

What we're looking for

• Bachelor's degree in HR, Psychology, Business, or related field
• Minimum 5–7 years of experience in performance management or talent management
• Experience in succession planning, performance analytics, and organizational capability assessments
• Strong stakeholder management and facilitation skills
• Proficiency in MS Excel and other reporting tools

Job Types: Full-time, Permanent

Pay: Php40, Php60,000.00 per month

Benefits:

• Additional leave
• Company events
• Flexible schedule
• Health insurance
• Life insurance
• Opportunities for promotion
• Paid training
• Work from home

Work Location: In person