People Development Supervisor

Responsibilities Engage with employees at all levels to foster a growth-oriented culture and understand individual career aspirations. Develop and implement a robust Talent Grooming strategy to ensure internal talent readiness and minimize frequent structural changes. Design and oversee the end-to-end Training & Development roadmap, including technical, soft skills, and leadership programs. Lead long-term Succession Planning to identify and prepare internal successors for key roles, reducing reliance on urgent external hiring. Manage and develop human resources potential by creating clear career lattices and development pathways across the organization. Design and maintain the Indodax organizational structure to ensure role clarity and structural stability as the company scales. Monitor and vet all employee KPIs to ensure performance data is accurate, objective, and linked to organizational goals. Conduct comprehensive Skill Gap Analysis to identify specific areas where the workforce needs technical or leadership intervention. Collaborate with external training vendors and internal subject matter experts to execute high-impact learning programs. Measure Training Effectiveness (ROI/ROE) to ensure that all development initiatives result in tangible performance improvements. Assist in the selection of prospective employees by evaluating their long-term growth potential and cultural fit. Supervise the People Development team and provide regular strategic progress reports to the Assistant Manager HR.

Requirements Minimum of 3 years of experience in People Development, Learning & Development (L&D), or Talent Management. Proven track record in designing Succession Plans and structured training curriculums that reduced internal instability. Extensive experience in managing Training Cycles, from Training Needs Analysis (TNA) to evaluating learning impact. Strong understanding of Performance Management systems and experience in auditing/verifying KPIs for a medium to large workforce. Experience in Organizational Design with the ability to translate business needs into functional team structures. Excellent communication and interpersonal skills to engage effectively with both entry-level staff and senior leadership. Strong leadership skills with previous experience managing or mentoring a small team. Analytical mindset capable of using performance data to drive strategic development decisions. Bachelor’s degree in Psychology, Human Resources Management, or a related field.