Group Head of Talent Management, Hong Kong (HK) or Singapore (SG)

Our client is a dynamic, high-growth Fast-Moving Consumer Goods (FMCG) leader headquartered in Hong Kong, with established operations across the Americas, Europe, and Asia-Pacific. The organisation commands significant market share through a robust portfolio and a powerful regional presence. As the company accelerates its next phase of global expansion, it is building its HR function and capability from the ground up. We are supporting them in the appointment of a Group Head of Talent Management. The role will be based in Hong Kong, with flexibility to locate in Singapore for the right talent.

The Group Head of Talent Management will build the end-to-end talent function from zero. Reporting directly to the Chief Human Resources Officer, the role will design and implement global learning & development, succession planning, high-potential identification, performance architecture, and leadership development programmes that scale seamlessly across three continents. This true greenfield mandate encompasses creating the operating model, selecting enabling technology, establishing governance frameworks, and embedding a high-performance talent mindset deep into the business. The position will be required to translate commercial strategy into measurable talent outcomes and drive tangible capability uplift at every level. The role offers genuine strategic influence and the chance to create a talent engine that will define the organisation’s competitive edge for the next decade.

You are a senior Talent Management or L&D leader with over 20 years’ experience, ideally gained within blue-chip FMCG, retail, or consumer-facing multinationals. You have successfully built or transformed a talent function from scratch in a complex, matrixed global environment and can demonstrate tangible business impact through strengthened succession benches, accelerated leadership pipelines, and clear learning ROI. You combine strategic vision with operational rigour, possess deep regional knowledge, and have worked extensively across European cultures. A natural influencer and change architect, you thrive in ambiguity, communicate credibly at board level, and are energised by creating lasting organisational capability rather than managing legacy programmes.

Great opportunity to shape a global talent agenda from a completely clean sheet; direct exposure to C-suite and board.

High-visibility role carrying intense delivery pressure in the first 18–24 months; limited initial support infrastructure demands exceptional self-starter resilience.