1. Leadership and Team Management
-Lead, mentor, and develop the Talent Acquisition, L&D, and Talent Management team
members.
-Foster collaboration and knowledge sharing across HR functions.
-Serve as the escalation point for complex and cross-functional talent issues.
2. Talent Acquisition
-Oversee the full recruitment cycle including planning, sourcing, interviewing, onboarding, and compliance.
-Ensure adherence to recruitment policies and labor regulations.
-Analyze hiring metrics to drive data-informed recruitment strategies.
-Strengthen employer branding in collaboration with Communications and external platforms.
-Optimize recruitment workflows and systems within the HRIS framework.
3. Learning and Development
-Lead the Training Needs Analysis (TNA) aligned with performance reviews and business
priorities.
-Design, plan, and oversee internal and external training programs, and ensure that all the trainings are within the policy.
-Manage L&D budgets, training vendors, and the training approval process.
-Measure and report on training impact, participation and recommendation for ongoing
improving the learning program
-Maintain accurate learning records and analytics in the HRIS.
-Monitor trends and innovations in L&D to maintain organizational competitiveness.
-Increase the training partners with PSE
4. Talent Management
-Design and implement development programs, succession planning, and career progression
pathways.
-Ensure the running of the Talent Management Program aligh with PSE’s global objectives
-Coordinate Individual Improvement Plans based on performance assessments.
-Lead initiatives to enhance employee engagement and retention.
-Conduct workforce capability and gap analyses to inform learning and development
strategies.
5. Data Analytics and Reporting
-Develop and present regular reports on talent acquisition, learning outcomes, and
development progress.
-Collaborate with department leaders to align talent strategies with operational needs.

1.Education
-Bachelor’s or Master’s degree in Human Resources, Organizational Development.
2.Experience
-Minimum of 7 years of progressive HR experience, including at least 4 years in a managerial role.
3.Skills
-Proven expertise in talent acquisition, L&D, and talent management.
-Proficiency in HRIS platforms and data-driven HR practices.
-Strategic mindset with a proven ability to develop HR solutions aligned with business goals.
4.Specific Technical Competencies
-Strong interpersonal, facilitation, and stakeholder engagement skills.
5.Attitudes
-Commitment to PSE’s vision, core values and code of conduct.
-Policy compliance and protection of children
-Patience, adaptability and ability to cope with change process.
-Ensuring timely, high quality results. Being a role model for continuous learning and
improvement.