Executive, Performance & Engagement
Date: 14 Aug 2026
Location: Kuala Lumpur, MY
Company: hrdcorp
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JOB PURPOSE & OVERVIEW |
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To perform activities related to performance management, succession planning, and talent development by preparing and conducting structured processes, evaluations, and initiatives to support the development of employees and ensure alignment with organisational objectives.
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SECTION 4: KEY ACCOUNTABILITIES |
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1. |
Performance Management & Process Coordination Administer performance management processes by tracking timelines, organising relevant documentation, and facilitating communication with employees and managers to ensure consistent execution and accurate documentation of appraisal activities.
Coordinate performance evaluation sessions by preparing performance summaries, consolidating input from stakeholders, and ensuring accurate and timely reporting to provide a reliable basis for informed decision-making.
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Succession Planning Preparation Compile and maintain detailed talent profiles by consolidating employee data, skills inventory, and career progression records to support the identification of high-potential employees for future leadership roles.
Organise workforce readiness assessments by gathering employee data, preparing preliminary analyses of competency gaps, and creating reports to highlight areas for development that contribute to a sustainable talent pipeline.
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Talent Pool Monitoring & Reporting Track and maintain records of high-potential employees within the talent pool, assessing their development progress and readiness for future leadership or critical roles.
Provide regular updates and reports on the talent pool’s status, identifying any gaps or challenges, and collaborating with stakeholders to ensure alignment with organisational needs and succession planning goals.
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Successor Readiness for Critical Roles Assess the readiness of identified successors for critical roles by evaluating their current competencies, development progress, and alignment with role requirements to ensure a robust succession pipeline and minimise disruption to business continuity.
Preparing analyses of critical roles within the organisation by reviewing job descriptions, organisational structure, and strategic objectives to achieve alignment with business priorities and maintain operational continuity.
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Succession Plan Updates & Stakeholder Communication Preparing updates to the succession plan by documenting changes, progress, and recommendations to communicate the plan’s status to relevant stakeholders.
Distribute communication materials on succession planning initiatives to employees and managers to foster engagement and understanding of the organisation’s talent development efforts.
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GENERIC ACCOUNTABILITIES |
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MINDSET, BEHAVIOUR AND CULTURE Promote a positive mindset and behaviour, shaping a work culture that values personal integrity and drives high performance. Use practical tools and methods to emphasise ethics, customer focus, and commitment.
Foster personal growth and business excellence by embracing PSMB’s Core Values (P.I.L.L.A.R.S - Passion, Integrity, Leadership, Loyalty, Agility, Responsiveness). Ready to take on extra tasks as needed and willing to go above and beyond.
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CAPABILITY DEVELOPMENT Drive self-development of talent, skills and knowledge by attending training and participate in seminars/workshops or other training venues to align with the promotion of lifelong learning and acquisition of future work skills in achieving high performance delivery. |
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OPERATIONAL BUDGET MANAGEMENT Strategise and manage departmental/unit operations within allocated approved budget through continuous monitoring of actual expenditure against budget and undertake appropriate control measures to ensure operations are conducted effectively and efficiently to support business goals.
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STAKEHOLDER MANAGEMENT Foster and sustain effective working relationships and rapport with the internal stakeholders and relevant government authorities, business and management institutions, national and key industry players and service providers to keep abreast with latest development to capture new business opportunities.
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LEADERSHIP AND CAPABILITY DEVELOPMENT (VP & ABOVE) Drive the development of a competent working team that will enhance and sustain staff capabilities in achieving high performance delivery to ensure internalisation of the right leadership and capabilities in executing their jobs.
Foster the development of talents by providing guidance and avenue to potential employees for succession planning and recommend development needs as required to ensure grooming of talents in align to the best interest of the talent and PSMB’s vision and mission. |
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QUALIFICATION & RELEVANT EXPERIENCE |
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Educational Qualification
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Relevant Experience (skills & knowledge)
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