Senior Manager - Talent Management and Performance

The Senior Manager – Talent Management and Performance supports the implementation and continuous improvement of organization-wide talent, performance and recruitment processes. Working closely with the relevant Global Leads, HR Business Partners, business leaders and Country HR teams, the role manages key talent and performance cycles, supports recruitment for priority roles, and provides analysis and insights to inform people decisions. The role also promotes continuous feedback, strengthens succession and development planning, and supports consistent practices across businesses and regions.

About us

Li & Fung is a global leader in consumer goods sourcing and end-to-end supply chain solutions. We empower brands and retailers by delivering commercial and operational excellence across every stage of the product lifecycle.

For over a century, innovation and creativity have continued to drive our business. Connecting bright minds and crowdsourcing ideas, using design thinking, collaborative workspaces and rapid prototyping are just some of the ways we innovate at Li & Fung every day.

Today, we responsibly managing supply chains for high volume, time sensitive goods worldwide. Our end‑to‑end services include product design, raw‑material sourcing, production, quality assurance and logistics across apparel, footwear, accessories and household products.

Our aspiration is to deliver value in global supply chains by living our values around people, partners and planet. Guided by Humility, Entrepreneurship and Family, we focus on commercial performance that respects people and the environment.

We are looking for an experienced Senior Manager – Talent Management and Performance to join us and help strengthen how we attract, assess, manage and develop talent across the organization.

The Senior Manager – Talent Management and Performance will manage the delivery and continuous improvement of organization-wide talent, performance and recruitment processes that strengthen workforce capability, reinforce accountability and support business priorities.

Working closely with the relevant Global Leads, HR Business Partners, business leaders and Country HR teams, this role coordinates key talent and performance cycles, supports recruitment for priority roles, conducts analysis and reporting, and promotes consistent practices across businesses and regions. The incumbent acts as a subject matter expert while ensuring effective execution across the employee lifecycle.

Key responsibilities

Talent Management & Succession Planning

• Lead the implementation and improvement of assigned talent management processes, including talent reviews, succession planning, talent assessment and development planning
• Manage assigned talent review cycles, including timelines, materials, data analysis, meeting coordination and follow-up actions
• Maintain accurate talent and succession information and monitor agreed development and succession actions
• Support the identification and development of high-potential and critical talent and recommend practical actions arising from talent review outcomes
• Provide tools and guidance to HR Business Partners and managers to support consistent and evidence-based talent decisions

Performance Management

• Lead the implementation and improvement of assigned performance management processes, including goal setting, regular check-ins, mid-year reviews, year-end reviews and calibration
• Manage cycle timelines, communications, materials, templates, completion tracking and follow-up actions across businesses and regions
• Enable continuous feedback through practical tools, guidance, briefings and workshops for managers and employees
• Review rating patterns, process outcomes and stakeholder feedback and recommend improvements to strengthen consistency, fairness and user experience
• Support HR Business Partners and managers in applying established approaches to performance improvement and development planning

Talent Acquisition

• Partner with HR Business Partners and hiring managers to clarify requirements and support recruitment for priority, specialist or senior roles
• Manage assigned recruitment processes from sourcing and assessment through selection, offer coordination and handover for onboarding
• Use appropriate sourcing channels, talent networks and assessment methods to build relevant candidate pipelines and support quality hiring decisions
• Provide market insights on talent availability, candidate expectations and recruitment trends and recommend practical sourcing approaches
• Monitor recruitment progress and candidate experience and maintain accurate recruitment records and reports

Analytics, Digital Solutions & AI

• Conduct talent, performance and recruitment analysis and prepare reports, dashboards and insights to support decisions and process improvement
• Use AI-powered analytics and digital tools to improve reporting, identify trends and enhance manager, employee and candidate experience
• Research and recommend digital or AI-enabled solutions and support testing, implementation and adoption of approved tools

Stakeholder Collaboration

• Build effective working relationships with HR teams, HR Business Partners, managers and business stakeholders
• Collaborate with Country HR teams to support consistent process delivery and achievement of intended outcomes
• Provide recommendations based on talent data, performance outcomes, recruitment results and stakeholder feedback
• Coordinate with relevant HR teams to connect recruitment, performance, talent reviews, succession planning, rewards and employee development

Requirements

• Bachelor's degree in Human Resources, Business Administration, Psychology, Organizational Development or a related discipline
• 8–12 years of progressive experience in talent management, performance management, talent acquisition, HR Business Partnering or related HR disciplines
• Experience supporting regional or global talent and performance initiatives within a multinational organization
• Demonstrated experience managing talent reviews, succession planning, performance cycles, calibration activities and stakeholder relationships
• Practical experience managing end-to-end recruitment, particularly for specialist, professional or senior roles
• Good understanding of talent assessment, succession planning, goal setting, continuous feedback, performance evaluation and development planning
• Experience with talent and performance systems, applicant tracking systems, HR technologies, reporting tools and data analytics
• Strong analytical, reporting, project management, communication, facilitation and stakeholder collaboration skills
• Ability to handle sensitive employee and candidate information with sound judgment, discretion and confidentiality
• Relevant professional certifications and exposure to rewards, learning, organizational development, or change management are advantageous
• ;margin-top:0in;">Relevant professional certifications and exposure to rewards, learning, organizational development, or change management are advantageous;margin-top:0in;">Relevant professional certifications and exposure to rewards, learning, organizational development, or change management are advantageous

If this sounds like you, Apply Now!

Interested candidates should apply in confidence with a full CV, current and expected salary, and contact details. Please quote the position title in your application.

All information provided by applicants will be treated confidentially and used only for recruitment purposes at Li & Fung. Applicants who are not contacted within two months may consider their application to be unsuccessful.

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It’s alright if this is not what you are looking for! You can also join us on LF Talent Network by clicking HERE. We will contact you when the right job opportunity comes up!

As an equal opportunity employer, we shall consider all applicants regardless of gender, age, religion, marital status, race, sexual orientation, disability, disease, pregnancy, or trade union and/or political affiliation, and disregard all factors deemed inappropriate by local law and the International Labor Organization’s Declaration on Fundamental Principles and Rights at Work.

(Data collected will be used for recruitment purposes only.)