Assistant Director, Talent Management

About Us Montfort Care is a vibrant workplace with a supportive culture where collaboration and camaraderie thrive. Our teams are highly cooperative, and colleagues genuinely care for each other. We celebrate diversity and innovation, united by our three core values: Resonance, Ingenuity and Stronger Together. Expect a dynamic and fast-paced environment, as we are in an exciting phase of growth. Success here requires adaptability, agility, and the ability to navigate complexity. Our people stay with us because they find a strong sense of purpose and community, enjoying the opportunity to make a tangible difference in people's lives. We offer a flexible work environment that values the importance of personal and professional growth. With plenty of opportunities for continuous learning and development, Montfort Care is an ideal place for those who want to grow their careers while contributing to meaningful change. Join us to be part of an amazing team that's dedicated to making a difference and having fun while doing that! Job Description The Assistant Director, Talent Management plays a pivotal role in shaping Montfort Care's talent agenda to enable organizational growth and transformation. Reporting to the Director, Strategy & Growth, this role is responsible for designing and executing a comprehensive talent management framework that strengthens leadership capability and builds a sustainable pipeline for critical roles. You will lead the development and implementation of Montfort Care's high-potential program, ensuring systematic identification, grooming, and progression of future leaders across all levels. In addition, you will drive succession planning for key leadership and mission-critical positions, mitigating talent risks and ensuring organizational resilience. Working closely with senior leaders, HR, and external partners, you will integrate workforce planning, leadership development, and capability building into strategic priorities. This includes leveraging data-driven insights to inform decisions, securing funding for talent initiatives, and fostering partnerships that position Montfort Care as an employer of choice in the social service sector. This role demands a balance of strategic thinking and hands-on execution, with a strong focus on talent readiness for transformation projects, leadership development, and creating an engaging employee experience that aligns with Montfort Care's social mission. Definition: We define talents as a subset of our general population of employees. The talents highlighted in the JD comprises approximately 5-8% of our total employee base. Shape and Execute Talent Strategy for Montfort Care (MFC) • Lead the design and implementation of Montfort Care's Talent Management Strategy, ensuring alignment with organizational goals and social mission. • Establish measurable KPIs and accountability frameworks to track progress and mitigate talent risks. • Integrate workforce planning with strategic priorities, ensuring the right talent is in the right roles at the right time. • In collaboration with HR, develop an Employee Value Proposition (EVP) for key talent segments to strengthen attraction, engagement, and retention. Build Strategic Partnerships • Cultivate relationships with external talent partners, government agencies, and industry bodies to stay ahead of trends and secure resources for talent initiatives. • Support Chief Strategy Officer (CSO) and Director, Strategy & Growth in talent-related forums and collaborations, positioning the organization as a thought leader and talent magnet in the social service talent space. Drive Organisation Growth and Transformation through Talent • Supporting the Director, Strategy & Growth in assessing talent requirements for new opportunities for service innovation and long-term sustainability of MFC's service pillars. • Partner with HR and Heads of Service Pillars to identify critical talent needs for transformation projects, ensuring readiness for new service models. This includes capability building and talent development capabilities. • Propose and implement developmental opportunities for critical talents to succeed in their roles as part of transformation initiatives. • Together with HR's learning & development team, develop a holistic people development and talent management framework to ensure that all MFC employees are developed to contribute effectively based on their capabilities, potential, and aspirations. • Provide talent consulting to senior leaders to support organization design, capability building for new service models. Building Leadership Pipeline and Succession Management • Conceptualise and develop MFC's high potential program to strengthen our leadership and talent pipeline at all levels of the organisation. • Develop and maintain a robust succession plan (based on internal and external talent pool) for key leadership and critical roles to manage critical talent risk with a 1-5 year time ...