Assistant Talent & Transformation Manager

About MFLF

Mae Fah Luang Foundation under Royal Patronage is a non-profit organization dedicated to creating meaningful, sustainable change—socially, environmentally, and economically. Inspired by the vision of HRH Princess Srinagarindra, we take a holistic, people-centered approach to development, restoring ecosystems, improving livelihoods, and preserving cultural heritage. Through decades of work in reforestation, climate resilience, education, and social enterprise, we have helped communities build dignified, self-sufficient lives. Our efforts have also been recognized internationally as a model for sustainable development. If you share our commitment to positive change, we welcome you to join us.

Role Purpose

The Assistant Talent & Transformation Manager (HROD) partners closely with the Director of People & Culture to drive organization development initiatives and strengthen the talent engine of the organization. The role oversees the HR facets of organization design and change, KPI and performance enablement, training framework design and roll‑out, talent review and succession planning, and the continuous development of leadership and critical capabilities. This role connects strategy to execution by aligning competency, performance, learning, and career pathways.

Key Outcomes (What Success Looks Like)

  • Robust KPI cascade and performance routines that translate organizational goals into team and individual outcomes.
  • A practical training and development framework linking competencies, KPI/OKR, and IDPs, with measurable learning impact.
  • A healthy talent pipeline and clear succession slates for critical roles, reviewed through a disciplined talent review cycle.
  • Organization structures, roles, and processes refined for clarity, agility, and productivity with change adoption achieved.
  • Decision-ready people analytics dashboards supporting leadership decisions on talent, performance, and development.

Core Responsibilities

1) Organization Development & Change

  • Support organization design (structures, spans & layers, role clarity, R&R) to improve effectiveness and speed of execution.
  • Coordinate change management plans (communications, stakeholder engagement, readiness, risk/issue tracking) for HR-led changes.
  • Embed values, culture programs, and ways of working that enable collaboration, service mindset, and continuous improvement.

2) Performance & KPI Enablement

  • Facilitate annual and mid‑year KPI cascade from enterprise to function and individual levels (SMART, outcome-focused).
  • Run the performance rhythm: goal setting, check‑ins, mid‑year/annual reviews, and calibration for distribution health.
  • Advise managers on feedback, coaching, and Performance Improvement Plans (PIPs) where necessary.

3) Learning & Development

  • Design the training framework that maps competency gaps to modular learning (formal, experiential, coaching/mentoring).
  • Own the learning portfolio, vendor management, calendar, and evaluation using Kirkpatrick (L1‑L4) and ROI where applicable.
  • Operationalize IDPs for key populations (leaders, successors, critical roles) and track development progress to closure.

4) Talent Management & Succession

  • Run the annual talent review (including 9‑box, risk-of-loss/criticality) and maintain robust, diverse succession slates.
  • Build and track the talent pipeline: internal fill rates, time‑to‑ready, development actions, and mobility pathways.
  • Partner with leaders on workforce and succession planning to ensure continuity for mission‑critical roles.

5) People Analytics & HR Systems

  • Develop decision‑use dashboards (e.g., performance distribution, learning coverage/impact, succession readiness).
  • Improve data quality and process discipline across HRIS/LMS/Performance systems; steward adoption and usability.

6) Governance & Budget

  • Maintain policies/standards across Talent, Performance, and L&D; ensure compliance and audit readiness.
  • Plan and track the people‑development budget, balancing impact and cost effectiveness.

Qualifications

  • Bachelor’s degree in HR, Organization Development, Business, Psychology, or related field (Master’s preferred).
  • 5–8 years’ experience across Talent/OD/Performance/L&D with visible enterprise‑level project delivery.
  • Strengths in facilitation, coaching, project/change management, and stakeholder engagement.
  • Data‑driven; advanced spreadsheet skills and familiarity with BI dashboards (e.g., Power BI, Data Studio) and HRIS/LMS/OKR tools.
  • Excellent communication in English; comfortable preparing executive‑level materials and presenting to leadership.

Core Competencies

  • Strategic & Systems Thinking; Business Acumen; Data Literacy & Insight Generation.
  • Facilitation & Coaching; Change Agility; Collaboration & Influence; Results Orientation.
  • Ethics & Governance Mindset; Customer/Beneficiary‑Centricity.

KPIs / Success Metrics

  • KPI/OKR Quality & Timeliness: ≥95% SMART goals; ≥98% on‑time cycle completion.
  • Calibration & Distribution Health: balanced performance distribution per policy; reduced rating inflation/deflation.
  • Talent Pipeline: successors identified for ≥90% critical roles; internal fill rate and time‑to‑ready improve YoY.
  • Learning Impact: IDP coverage ≥90%; competency gap closure by target; Kirkpatrick L3‑L4 improvements.
  • Change Adoption & User Satisfaction: adoption rates for new HR processes/systems meet targets; user CSAT ≥4.3/5.
  • People Analytics: executive dashboards delivered on schedule and used in leadership decision forums.
  • Budget Compliance & ROI: utilization within ±5% of plan with evidence of cost‑effectiveness.

To apply for this job email your details to recruit@doitung.org