Department Manager - HRBP – Talent Pipeline & Succession

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.

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.

• 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).