Talent Assessment & Development Lead

Workplace Circumstances

• Environment: Manufacturing (factory)
• Languages: English, Khmer
• Location: Kampong Speu Province

Position Summary

Location: KFP’s Factory, Traeng Trayeung, Kampong Speu

Purpose

To act as the strategic human interface of the HR Policies and Performance Management Club, bridging the gap between raw data and human action. This role ensures that performance data translates into fair, data-driven decisions regarding retention and growth, while providing coaching and guidance to employees during critical milestones such as probation reviews and 360-degree feedback sessions.

Scope of Work

The Talent Assessment and Development Lead conducts key human interactions within the performance cycle, including formal probation review meetings, 360-degree feedback sessions, and Personal Development Plan (PDP) facilitation. The role formulates and recommends probation outcomes (confirmation, extension, or termination) based on KPI data and behavioral interviews, and may require PDPs and follow-up coaching for employees on performance improvement plans. The Lead guides these conversations and provides talent recommendations but cannot independently finalize employment status changes. Final confirmation or separation decisions require the Manager's sign-off. In collaboration with Team Leader 1, the Lead relies on timely, accurate data and reports, and works with the Data Analyst to interpret trends for coaching strategies. The role is accountable for fair, high-quality feedback, the integrity of probation recommendations, and measurable employee development outcomes, with monthly reporting to the Manager on talent trends and development progress.

Role Summary

The Talent Assessment and Development Lead bridges data analysis and human action. The role is responsible for conducting probation reviews, delivering 360-degree feedback, and facilitating PDPs. It ensures performance data supports actionable employee development and fair, data-driven decisions regarding retention and promotion.

Duties & Responsibilities

• Probationary Assessment and Decision Support
• Conduct formal 3-month and 6-month probation review meetings with new hires and their managers.
• Synthesize KPI data and behavioral observations to recommend confirmation, extension, or termination.
• Present findings to the Manager for final sign-off and issue outcome letters.
• 360-Degree Feedback Delivery
• Conduct confidential one-on-one debrief sessions with employees to interpret their 360-degree evaluation reports.
• Ensure employees understand their strengths, blind spots, and development areas.
• Personal Development Planning (PDP)
• Facilitate the creation of PDPs based on evaluation outcomes.
• Monitor PDP progress over three months and provide coaching to address skill gaps.
• Performance Counseling and Corrective Action
• Lead corrective-action conversations for underperforming staff identified through KPI monitoring.
• Advise managers on handling difficult performance conversations.
• Talent Calibration and Strategy
• Analyze aggregated probation and 360-degree feedback data to identify company-wide talent trends, such as hiring quality and training needs.
• Advise the Manager on strategic adjustments to hiring or training programs.

Qualifications

• Bachelor's Degree

Work History

• HR, Talent Development, or Performance Management, with specific experience in coaching and difficult conversations for 4 years

General & Technical Skills

• Experience: 4+ years in HR, Talent Development, or Performance Management, with specific experience in coaching and difficult conversations.
• Skills: Strong emotional intelligence (EQ), conflict resolution, data interpretation, and facilitation skills.

Soft Skills

• Attributes: Empathetic yet decisive, capable of handling sensitive information, and able to challenge managers constructively.