Department Manager - HRBP – Talent Pipeline & Succession
Highlight
To build and sustain a strong operations leadership pipeline by identifying, developing, and accelerating talent from Supervisor to Store General Manager (SGM) levels, ensuring Makro has ready-now and ready-future leaders to support business growth and continuity.
Responsibilities
Talent Pipeline Development (End-to-End)
Design and drive operations talent pipeline strategy across all levels (Supervisor → Manager → SGM).
Identify high-potential (HiPo) talent and build structured development pathways.
Ensure readiness of successor pools for critical roles across stores.
Succession Planning & Talent Reviews
Lead regular talent review sessions (e.g., 9-box, calibration).
Develop and maintain succession plans for key operations roles.
Monitor bench strength and succession coverage across all regions.
Ensure at least 1–2 ready successors for critical roles (e.g., SGM, AM).
Leadership Development Programs
Design and implement programs such as:
Next Gen Operations Leaders (SGM pipeline).
Supervisor-to-Manager acceleration programs.
Partner with L&D to deliver targeted capability development.
Track development progress and ensure measurable readiness improvement.
Talent Performance & Readiness Tracking
Monitor and track key metrics:
Talent readiness level (Ready Now / Ready Soon).
Promotion rate (internal vs external).
Time-to-readiness for critical roles.
Provide insights and recommendations to improve talent quality and pipeline strength.
Business Partnering with Operations Leaders
Work closely with SGMs, AMs, and COO to identify talent needs.
Advise leaders on talent decisions, promotions, and development actions.
Ensure alignment between business growth plans and talent supply.
Organization Development & Career Pathing
Design clear career pathways for operations roles.
Define success profiles and competency frameworks for each level.
Ensure transparency and engagement in career progression opportunities.
Qualifications
Bachelor’s or Master’s degree in HR, Organizational Development, or related fields.
8–12+ years in HRBP, Talent Management, or Organization Development.
Strong experience in succession planning and leadership development.
Experience in retail, wholesale, or operations-driven organizations preferred.
Strong Talent Management & Succession Planning expertise.
Strategic thinking and workforce foresight.
Ability to assess and identify high-potential talent.
Strong stakeholder management with senior leaders.
Coaching and development mindset.
Data-driven decision making (talent insights & analytics).