Director Talent Management

Role Purpose

The General Manager – Talent Management will be responsible for designing, building, and institutionalizing end-to-end Talent Management (TM) processes from the ground up for a large, complex organization. The role will focus on high-potential identification, leadership pipeline development, succession planning (up to Manager level), competency framework design, and deployment of robust assessment methodologies , supported by strong digital HR systems and talent analytics .

This is a hands-on, build-and-scale role , requiring deep expertise in translating TM philosophy into practical, business-ready frameworks.

Key Responsibilities

1. Talent Management Architecture

• Design and implement a comprehensive enterprise Talent Management framework , covering:

o High-Potential (Hi-Po) identification

o Talent reviews and calibration processes

o Leadership pipeline and readiness assessment

• Own the end-to-end talent lifecycle , from assessment and identification through development and role readiness.

2. High-Potential Identification & Talent Reviews

• Define and institutionalize Hi-Po philosophy, criteria, and governance .

• Lead structured talent assessments, calibration discussions, and 9-box evaluations .

• Facilitate leadership talent review forums with senior stakeholders.

• Ensure objectivity, consistency, and data-driven decision-making across talent outcomes.

3. Succession Planning (Up to Manager Level)

• Build and deploy succession planning frameworks for critical roles up to Manager level.

• Assess readiness levels , identify risk areas, and define targeted development actions.

• Track succession health using dashboards and analytics .

• Enable cross-functional exposure and leadership rotations to build breadth and bench strength.

4. Leadership Development & Learning Pathways

• Design role-based leadership and development pathways aligned to future business needs.

• Strengthen and evolve existing leadership development initiatives , ensuring they are practical, business-ready, and outcome-oriented .

• Partner with Learning & Development teams to translate assessment insights into Individual Development Plans (IDPs) .

• Enable faster and more effective deployment of internal talent into critical roles.

5. Competency Framework Design

• Design and institutionalize a role-based and level-based competency framework , where required.

• Define behavioral, leadership, and functional competencies aligned to organizational context.

• Anchor assessments, development planning, and succession mapping to the competency model.

6. Assessments & Certification

• Design and deploy validated assessment centers and psychometric tools .

• Mandatory expertise in certified assessment tools and assessment center design and execution .

• Build internal capability for assessment facilitation, interpretation, and feedback .

• Ensure assessment practices are scientifically credible and consistently applied .

7. Digital HR & Talent Analytics

• Drive strong ownership of digital talent systems and analytics .

• Build and manage dashboards (Power BI or similar tools) tracking:

o Talent health

o Hi-Po pipelines

o Succession readiness

o Leadership development impact

• Partner with HRIS teams to optimize use of HRMS platforms .

• Enable data-led talent decisions across the organization.

8. Stakeholder Management

• Work closely with business leaders, HR leadership, L&D teams, HR analytics, and HRIS teams .

• Influence senior stakeholders through structured frameworks, insights, and data-backed recommendations .

Ideal Candidate Profile

Experience

• 10–12 years of hands-on Talent Management experience, preferably within:

o Large manufacturing organizations

o Diversified Indian conglomerates

o Global organizations with internal Talent Management COEs

• Must have personally built and implemented TM processes within an organization (not advisory-only roles).

Mandatory Skills & Expertise

• Proven experience in:

o High-Potential identification

o Talent reviews and 9-box matrices

o Succession planning

o Competency framework design

o Leadership development pathways

• Certified in assessment centers and/or psychometric tools (mandatory).

• Strong HR analytics capability , including dashboarding and insights (Power BI or equivalent).