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    03/03/2025

    KERING Talent Manager, APAC

    Kering - Fixed Term (Fixed Term)
    Shanghai - Mainland China

    Your opportunity Reporting to Regional Talent & Engagement Director for APAC, the Talent Manager is responsible for overseeing the regional talent acquisition strategy, talent development initiatives, and performance management processes. This role will partner closely with global and regional stakeholders to engage and drive implementation of effective recruitment strategies, create employee development programs and manage performance management cycles across APAC Kering and Houses to maximize organizational effectiveness.

    How you will contribute

    Talent Acquisition & Branding

    • Partner with global and regional stakeholders to define talent needs and align recruitment strategies and employees’ onboarding experience.

    • Develop and recommend inclusive hiring strategies to attract & recruit diverse talent as aligned with Kering Group hiring philosophy and employer brand.

    • Develop employer branding strategies to attract best fit candidates by promoting the company as a great place to work; partner with market HRDs to drive consistent message for external hire.

    • Review and manage external talent acquisition partners through relationship building, selection and negotiation for cost-effective resourcing. 

    • Manage external talent mapping activities to identify and build a pipeline of talent to support critical positions in APAC.

    • Manage the use of Talent Acquisition tools/systems to drive recruitment analytics and reporting for improvements.

    Talent Development

    • Collaborate with global and regional stakeholders to develop and implement talent development initiatives such as leadership training, mentorship programs, and skill-building workshops.

    • Identify skills gaps by working with leaders to assess current skill gaps and future talent needs to ensure employees are equipped for success.

    • Develop and support tailored career development strategy for high-potential employees with clear career paths and development opportunities aligned with individual aspirations and Company’s long-term goals.

    • Promote internal mobility and career progression through lateral moves, job rotations and promotions.

    • Support succession planning for critical positions preparing a pipeline of talent is in place for future leadership roles.

    • Be the contact point to deploy global talent programs and initiatives and drive adoption and feedback of solutions in APAC.

    Performance Management

    • Manage performance review process by overseeing the performance management cycle, ensuring clear expectations, feedback, and development plans for employees.

    • Support, guide and train managers on how to effectively assess performance, set SMART goals, and conduct meaningful performance discussions.

    • Drive high-performance and promote a culture of continuous feedback, recognition and performance excellence by developing and supporting employee recognition programs

    • Implement and monitor key performance indicators of employees to assess talent effectiveness and identify areas of improvements.

    Talent System, Data and Reporting

    • Drive adoption of talent systems (e.g. Talent Match) to support global digitalization.

    • Analyze talent data to identify trends and insights to better engage stakeholders on talent programmes.

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