Talent Development Manager

Job Purpose

The Talent Development Manager ensures Mekong Capital develops and sustains a high-performing team of investment and business professionals who consistently deliver results, live our core values, and grow into larger roles. This role is responsible for the onboarding process, ongoing talent development programs, role transitions, and succession planningalways connecting learning and coaching to measurable business outcomes.

Job Accountabilities

1. New Employee Onboarding

• Own and execute the onboarding program, especially the core value orientation, to ensure new hires practice relevant skills to achieve the next level of performance. Ensure assignments are rigorously completed, supporting new hires through setbacks until mastery is demonstrated.
• Ensure the new hires and Mekong make a well-informed decision at the end of probation.

2. Rolling Programs on Key Skills

• Lead the rolling programs (post-probation) where employees consistently practice key skills until they apply them naturally and produce measurable impact.
• Ensure continuous progress in areas such as communication, leadership, results, questions and self-discovery.

3. Technical and Functional Training

• Identify individual technical or functional training needs.
• Select and coordinate the most effective training providers or coaches, ensuring learning is tied directly to on-the-job results.

4. Role Handovers & Promotions

• Design and oversee frameworks for all role transitions to ensure clarity, accountability, and no loss of knowledge or performance.
• Ensure employees promoted into bigger roles adopt the higher standards of ownership, leadership and scope of work required.

5. Performance Evaluation Framework

• Establish and maintain a results-focused evaluation system that tracks performance against KPIs and job deliverables.
• Ensure evaluations are fact-based, actionable, and primarily conducted through conversations.

6. Career Development & Succession Planning

• Support employees in building career development plans and ensuring they stay on track.
• Own the succession planning program for the organization, developing clear pathways for future leadership.

7. Group Workshops

• Identify, evaluate, and coordinate external providers for training workshops aligned with business needs.
• Ensure workshops are result-oriented, with measurable impact on performance.

Job Criteria

• Minimum 10 years experience in similar role with strong background in corporate training and development, in performance-driven companies with robust learning cultures.
• Proven record of enabling business leaders to deliver measurable improvements in both business results and career development.
• Direct experience in transformational programs such as Landmark Forum or Landmark Advanced Course, with personal breakthroughs and demonstrated commitment to being a stand for transformation.
• Excellent communication skill both in English and Vietnamese in an inspiring structured way.
• Resilient and assertive leader who takes full ownership on the job results.