Talent Development Manager

PropertyGuru Group

. Rebuild PropertyGuru’s job, skills and competency architecture and keep it current as the business evolves.

Posted 10/13/2026full-timeKuala Lumpur • MalaysiaSeniorLeadWebsite

Core Competencies

Role fit

Core Competencies

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Expertise in talent development and performance management, with a strong focus on designing and implementing skills and competency frameworks. Proven ability to influence stakeholders and connect performance outcomes with career pathways and development planning.

Highest-signal resume keywords

Talent DevelopmentPerformance ManagementSkills Framework DesignStakeholder InfluenceAnalytical Judgement

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Competency ArchitectureSkill Taxonomy DefinitionPerformance PhilosophyGoal-Setting MethodologyCalibration GovernanceCapability Interventions DesignData AnalysisFramework Implementation

Soft Skills

Influencing Without AuthorityCross-Functional CollaborationDecision-Making

Tools & Technologies

WorkdayAI ToolsDigital Tools

Industry Keywords

Organisational DevelopmentEmployee ExperienceInternal MobilityPerformance CyclesTalent Pools

About the role

Key responsibilities & impact

Rebuild PropertyGuru’s job, skills and competency architecture and keep it current as the business evolves.
Define the skill taxonomy underpinning hiring, development, performance and mobility.
Lead the overhaul of GuruGPS, PropertyGuru’s employee-facing career and development experience.
Partner with HRIS to connect GuruGPS with Workday so job, skills and career data can scale consistently.
Identify and build priority skills for critical talent pools and strategic business capabilities.
Design targeted, business-linked capability interventions using scalable and embedded approaches.
Partner with functional leaders to translate capability gaps into development plans.
Shape PropertyGuru’s performance philosophy, goal-setting framework and calibration governance.
Partner with HRBPs and HRIS to strengthen annual and mid-year performance cycles.
Strengthen manager capability in goal-setting, feedback and performance differentiation.
Connect performance outcomes with career pathways, development planning and internal mobility.
Build transparent progression frameworks for employees and managers.

Requirements

What you’ll need

7+ years in talent development, organisational development, performance management or capability building, ideally in a regional or multi-market environment.
Demonstrated experience designing and implementing a skills, competency, job or performance framework from initial concept through adoption.
Strong grasp of performance philosophy, goal-setting methodology and calibration practice.
Ability to influence stakeholders at multiple levels without direct authority, and to embed frameworks across diverse functions and countries.
Comfort operating across a broad mandate, making clear trade-offs and building solutions that can scale across functions and markets.
Strong analytical judgement; able to turn talent and performance data into decisions.
Confident using AI and digital tools to improve efficiency, insight and employee experience.

Benefits

Comp & perks

Hybrid flexible working that focuses on outcomes over hours.
Holistic rewards package covering your financial, physical & mental health.
Multi-directional career development across all levels.
Inclusive benefits like equal paternity leave, supporting all employees in work-life balance.
Top Employers Certified workplace.
Inclusive culture of excellence, growth, and well-being.