Up the ranks: Johor Corporation elevates Najmie Noordin to the role of Chief Talent Officer

The expanded role will see him leading the talent management department and learning department, and spearheading the Special Projects team focused on people and culture.

Effective 1 January 2025, Najmie Noordin (pictured above) has moved up the ranks to the role of Chief Talent Officer at Johor Corporation (JCorp). He was most recently the company's first-ever Chief Learning Officer, a role he took on in March 2024.

In an announcement on the appointment, JCorp said Najmie's expanded role will see him leading the talent management department and learning department, and spearheading the Special Projects team focused on people and culture. His scope of work will now include talent strategy and operations, talent analytics and insight, and shaping the future of work for JCorp. He will continue to lead JCorp Academy, CEREBRUM, Johor Skills, and other existing people and culture initiatives.

The above aside, Najmie will collaborate with the Johor Talent Development Council, with the aim to strengthen Johor’s position as a hub for high-calibre talent.

"This strategic focus aligns with JCorp’s vision of making Johor a prime destination for investments, driven by a skilled, future-ready workforce."

Speaking about his area of focus in the new role, Najmie tells HRO: "My number one priority is to put in place the right plan, people, policies, processes and finally technology in people & culture that will support JCorp's 3.0 transformation agenda."

He adds: "Whilst we have achieved so much since the JCorp 3.0 era began in 2020, we believe there are huge opportunities for further growth and improvement when benchmarked against global-best, and these opportunities excite me."

When asked about the most pressing talent concern he is looking to address, the leader states talent retention, highlighting that the talent strategy today has to "start adapting to the new reality, and that an organisation has to be built for global talent mobility, project-based employment, regular career breaks, and more."

On that note, in driving his talent strategy forward, he is aiming to leverage technology to not only enhance talent's capabilities, but also potentially unlock new capabilities from them.

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Lead image / Provided