Talent and Capability Supervisor

Join us and enjoy benefits designed to help you thrive:

• Flexible hybrid work setup.
• IT Equipment provided.
• HMO coverage starting from Day 1 for you and FOUR FREE dependents.
• Attractive retirement package with company matching.
• Life and Accident Insurance starting Day 1.
• 24 Annual PTOs, additional 6 once you reach your 5th year with us.
• Competitive benefits with annual merit increase and incentives.
• Continuous improvement for our employees (workshops, certification programs, learning sessions, etc.).

Job Summary

The Talent & Capability Supervisor leads the governance, delivery, and continuous improvement of leadership and capability-building programs within the One REPH University ecosystem. The role translates REPH Talent & Capability strategy into scalable program plans and learner experiences that strengthen workforce readiness, internal mobility, career development, and business performance across priority talent segments. Working closely with business leaders, subject matter experts, vendors, and Talent & Capability partners, the supervisor ensures that programs are aligned to business priorities, the LEAP transformation agenda, and organizational objectives while maintaining strong execution discipline, stakeholder service, and outcome measurement. The role also directly facilitates instructor-led leadership and capability programs and Train-the-Trainer sessions to strengthen internal facilitator capability and delivery consistency.

This role is designed to be flexible across leadership development, capability-building pathways, talent pools, learning events, and future workforce transformation initiatives depending on assigned portfolio and business demand.

Strategic Contribution of the Role

• Accelerates growth and innovation by enabling scalable capability pathways that prepare employees for priority roles and evolving business needs.
• Drives operational effectiveness and returns through disciplined program governance, efficient delivery, risk management, and business-linked scorecards.
• Improves customer experience by supporting the development of leadership, service, and commercial capabilities that strengthen quality, responsiveness, and role readiness.
• Invests in people and culture by building structured learning pathways, stronger internal mobility, and a continuous learning environment that helps employees translate learning into career movement and in-role impact.

Role Scope

• Own end-to-end governance and execution of assigned learning, leadership, and capability programs, including annual planning, scheduling, logistics, communications, facilitation coordination, and post-program review.
• Operate programs as part of an integrated learning ecosystem rather than stand-alone events, ensuring pathways are connected to readiness, career movement, and internal mobility outcomes.
• Support priority initiatives across leadership development, professional expansion paths, talent pools, learning events, and near-hire or readiness programs depending on assigned business domain or portfolio.
• Use data and scorecards to monitor participation, completion, readiness, application rate, conversion rate, speed-to-proficiency, stakeholder feedback, and other indicators of business impact.
• Supervise a small team and coordinate internal and external partners to deliver high-quality learner experiences across virtual, hybrid, and face-to-face environments.

Key Responsibilities

• Translate Talent & Capability strategy into actionable program plans that support operational excellence, talent flexibility, workforce readiness, and business growth.
• Lead end-to-end program management for assigned initiatives, including project plans, timelines, budgets, stakeholder updates, risk tracking, issue resolution, and post-run improvement actions.
• Coordinate with business leaders, HR partners, subject matter experts, facilitators, and external vendors to refresh content, strengthen curriculum relevance, and align offerings to current capability priorities.
• Manage the delivery of leadership and capability-building programs, learning events, roadshows, academies, and related experiences with consistent quality and learner support.
• Facilitate leadership and capability-building programs, live training sessions, and Train-the-Trainer sessions across assigned portfolios; this role requires at least 2 years of direct facilitation experience in leadership and capability programs.
• Build and maintain program governance tools such as intake trackers, calendars, scorecards, readiness dashboards, and status reports for manager and stakeholder review.
• Track and analyze success measures beyond completion rates, including readiness, internal application, target-role conversion, speed-to-proficiency, deployment outcomes, and participant feedback.
• Identify improvement opportunities using program data, learner insights, manager feedback, and changing business requirements, then recommend updates to design, delivery, or support mechanisms.
• Support the creation or refinement of structured learning pathways and capability journeys for critical roles or talent segments, including leadership populations and professional expansion pools.
• Reinforce learner adoption and application by coordinating manager touchpoints, communications, and follow-through activities that help employees translate learning into in-role impact or mobility.
• Supervise day-to-day work of coordinators, trainers, or program support resources by setting priorities, reviewing output quality, coaching team members, and supporting performance management.
• Maintain accurate records, program documentation, audit readiness, and process compliance across systems, vendors, and internal reporting requirements.
• Provide regular updates to the manager on portfolio health, delivery risks, resource constraints, and opportunities to improve program impact and operational efficiency.

Qualifications

• Bachelor's degree in Human Resources, Organizational Development, Education, Psychology, Business, or a related field.
• At least 5 years of relevant experience in learning and development, talent management, capability building, program management, or a related HR discipline.
• Experience managing end-to-end learning or capability programs, including planning, stakeholder coordination, execution, and post-program evaluation.
• Strong project and program management skills, with the ability to manage multiple priorities and deliver high-quality outcomes across complex stakeholder groups.
• Demonstrated experience working with business leaders, subject matter experts, trainers, and external vendors to support learning solutions or capability initiatives.
• Strong analytical skills and comfort using data to assess readiness, program effectiveness, and improvement opportunities.
• Strong written and verbal communication skills, including stakeholder presentations, learner communications, and status reporting.
• Experience supervising or coordinating the work of others and supporting day-to-day execution standards.
• Proficiency in learning systems, virtual learning tools, collaboration platforms, and common reporting tools.

Preferred Experience

• Experience supporting leadership development, internal mobility, professional expansion paths, sales capability programs, or other talent pool initiatives.
• Experience in an environment where learning outcomes are tied to business metrics such as conversion, readiness, deployment, or speed-to-proficiency.
• Experience designing or governing blended learning journeys that include self-paced, instructor-led, mentoring, and on-the-job application components.
• Familiarity with frameworks such as 70-20-10, skills-based development, or workforce readiness and pathway design.
• Exposure to operations, technology, customer, sales, or other business capability programs is an advantage depending on portfolio assignment.