LR_Coordinator - Localization&Succ.Plan (381533)

Localization & Succession Plan Execution

• Facilitate the development and execution of individual development plans (IDPs) for identified successors and high-potential employees
• Support Monitoring and reporting on localization KPIs, including national vs expatriate ratios and internal promotions
• Support the implementation of organization’s localization strategy, ensuring alignment with national employment policies and internal targets for local talent development.
• Lead the knowledge management database and reporting initiatives
• Maintain the database of local talent pipelines, including external candidates, to support future workforce needs.

Talent Risk Management

• Maintain the talent risk register for succession and localization compliance
• Identify critical talent risks with escalation actions and recommendations
• Provide insight into talent availability and development strategies to inform workforce planning
• Provide insights on competitive practices to inform internal strategies
• Provide regular analysis and reports to HR leadership on succession readiness, gaps, and risks areas.

Stakeholders Training & Benchmarking

• Provide support to L&D Manager to conduct workshops for line managers on succession and localization best practices.
• Coordinate localization training programs & mentorships initiatives
• Research industry benchmarks and provide insights on competitive practices to inform internal strategies
• Ensure regular review of toolkits and guidelines for implementing Individual Development Plan effectively
• Support coaching, mentoring, and stretch assignment opportunities.

Technology, Analytics and Reporting

• Coordinate succession planning efforts by maintaining up-to-date talent maps, support the identification of successors, and supporting leadership in development planning.
• Ensure compliance with national labor laws and internal localization commitments, preparing reports for audits or regulatory submissions as required

Continuous Improvement

• Collaborate with HRBPs and line manager in identifying critical roles and competencies needed for succession and localization efforts.
• Provide day to day support on related areas, document and share lessons learn.

Qualifications / Experience / Technical Knowledge

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field

Experience:

• Minimum of 3-5 years of experience in HR, with at least 2 years focused on talent development, succession planning, or workforce localization.
• Strong knowledge of succession planning frameworks and local labor law provision.
• Experience in multi-level stakeholder engagements

Technical Knowledge & Skills:

• Experience working with HR systems and talent analytics tools (e.g. SAP SuccessFactors, HRIS).
• Advance Excel and PowerPoint skills for reporting and presentations.
• Experience with benchmarking and using researched outcomes for impact.

Core Competencies / Skills

• Talent mapping and development planning
• Strategic thinking and planning
• Data analysis and reporting
• Stakeholder engagement and facilitation
• Project coordination and tracking
• Understanding of compliance and regulatory frameworks.

Personal Qualities / Behavioral Traits

• Detail-oriented and organized
• Strong interpersonal and communications skills
• High level of integrity and confidentiality
• Proactive and solutions-focused
• Collaborative and able to influence others positively
• Adaptable to changing organizational needs

Working Conditions

• Office-based, with occasional visits to operation sites
• Standard working hours
• May require occasional travel between company locations or training facilities
• Fast-paced, team-oriented environment