Manager, Talent Development

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Worker Type:
Maximum Term/Fixed Term (Fixed Term)

ABOUT THE JOB:

Designs, governs and continuously improves the frameworks, standards and tools through which the Centre identifies, assesses and grows its leaders —talent review, succession planning, talent selection and deselection, development planning and leadership programme design.​

Operates on a design–enable–govern model: sets the standard, builds the method, equips leaders and the P&C team to apply it, and holds the organisation to account for the quality of its talent decisions. Ownership of talent outcomes sits with the SLT and Heads of Department; this role makes those decisions rigorous, consistent and evidence-based.​

Gives the General Director and SLT a credible, calibrated view of the leadership bench and a deliberate plan to strengthen it.

YOUR JOB RESPONSIBILITIES:

1. Talent review and calibration​

- Design and run the annual and mid-year talent review cycle, aligned to NAB Group's performance and talent calendar; build theperformance–potential framework, evidence standards and calibration rules; facilitate calibration with the SLT and Heads ofDepartment.​
- Maintain the NICV talent map — critical roles, high-potentials, readiness, flight risk & retention— with a documented evidence trail;produce talent review outputs for the GD, Head of P&C and NAB Group.​

2. Succession planning​

- Define the critical-role list with the SLT and maintain succession plans for every critical role with named successors at definedreadiness horizons.​
- Identify roles with no credible internal successor and translate into build-or-buy recommendations feeding Talent Acquisition'sexecutive hiring plan and FY workforce planning; report succession-plan health quarterly.​

3. Talent selection and deselection​

- Own selection criteria and assessment approach for entry into and exit from talent pools and leadership programmes — evidence-based, consistent across HCMC and Hanoi, defensible under challenge.​
- Manage leadership assessments with NAB Group Talent and approved vendors; monitor performance to ensure fair, documenteddeselection aligned with NAB policy ​

4. Development planning​

- Set the IDP standard for the organization; follow through with IDP of key talents in collaboration with HRBPs​
- Design development experiences - stretch assignments, cross-functional moves, Group secondments, mentoring and sponsorshipand establish & manage a mentoring and sponsorship framework connecting NICV talent with NAB Group leaders.​

5. Leadership programme design ​

- Design the NICV leadership development architecture (emerging leader, first-line leader, leader-of-leaders, executive) in alignmentwith NAB Group, with entry criteria, learning outcomes and impact measures.​
- Specify content, sequencing, faculty and vendor requirements and hand over to the Learning team for delivery; retain accountabilityfor design integrity and impact measured on readiness movement, promotion and retention of participants ​

6. Talent analytics and governance ​

- Own the talent data set (Workday and supporting tools) and talent dashboard for the SLT; manage the talent and succession sectionto the annual workforce plan ​
- Ensure talent processes meet NAB governance and record-keeping standards; audit- and Group-review-ready.

YOUR SKILLS & EXPERIENCE:

Experience & Qualifications​

- 8+ years in human resources, with 4+ yrs in a dedicated talent management,  organisational development or leadership development role in a large, matrixed organisation.​
- Has personally designed and run a full talent review and succession cycle, including facilitating senior-leader calibration.​
- Has designed leadership development programmes and measured impact on business outcomes, not only participant feedback.​
- Regulated financial-services or global capability centre experience —preferred.​
- Coaching accreditation (ICF or equivalent) and/or psycho metric accreditation (Hogan, SHL, Saville) — preferred.​
- Professional-level English and Vietnamese; experience with Australian orother offshore parent-company stakeholders.​

Skills Required ​

- Talent frameworks: potential models, readiness definitions, critical-role criteria, talent-pool entry and exit rules — adapted from Group frameworks (How We Lead, Who We Are, Big 5).​
- Assessment: structured interviews, 360-degree feedback, assessment centres, psychometrics; responsible interpretation of results.​
- Analytics: talent data sets, dashboards and Management Committee-ready analysis in Excel and PowerPoint.​
- Influence: executive presence; challenges Heads of Department and SLT constructively and holds a position under pressure; influences through standards and expertise rather than positional authority.​
- Governance: privacy, record-keeping and audit-ready process design in are gulated banking environment.​
- Ways of working: leads with evidence; integrity and confidentiality insensitive decisions; builds trust across two sites and two cultures; delivers with simplicity.​

THE BENEFITS AND PERKS

We appreciate and reward our colleagues who do great work every day – from excelling for our customers, to taking ownership of an issue to get it resolved. Here’s how we support our people with a range of exclusive benefits.

1. Generous compensation and benefit package

- Attractive salary
- 20-day paid annual leave and 7-day paid sick leave
- 13th month salary and Annual Performance Bonus
- Premium healthcare for yourself and family members
- Monthly allowance for team activities
- Premium welcome kit and occasional gifts of appreciation
- Extra benefits on your work anniversary

2. Exciting career and development opportunities

- Large scale products with modern technologies in banking domain
- Clear roadmap for career advancement in both technical and leadership pathways
- Access to digital learning platform such as Udemy
- Consistent and high-quality leadership training through the Distinctive Leadership program (DLP)
- Specialist capabilities and accreditations in key skill areas such as Cloud Engineering, Digital, Data, Security and SREs (Site reliability engineers)
- Sponsored English course with native teachers
- Opportunity for training in Australia

2. Professional and engaging working environment

- Hybrid working model and excellent work-life balance
- State-of-the-art & modern Agile office
- Food and beverages in the office pantry
- Employee Assistance Program to improve your physical and mental health
- Annual team activities and company events
- A solid and talented team behind you – great people who love what they do​​

It's more than just a career at NAB!

We believe in people with people and dreams, and we want you to achieve your aspirations. More than just a career, NAB Vietnam offers you a flexibility to balance your work - life, the opportunity to grow as professionals, people and a complete set of well-being offerings. If you have an appetite to learn, grow and elevate others around you, this is the place for you.

IT'S MORE THAN MONEY

We naturally also provide a very competitive remuneration package but a career with us is about a lot more than money. We believe in people with ideas and dreams, and we want you to achieve your aspirations. We will work together to deliver exceptional products and outcomes that push the limits of our own aspirations. Our passion for creating value and exceeding our customers' expectations means we are constantly striving to redefine our standards of excellence. You will have our backing to develop and our encouragement to explore, realize and reach your full potential.