Position Objective :

Why does this job exist? What value does this job bring to the organization?

This role exists to identify, assess, develop, move and grow talent across the Enterprise by driving enterprise talent management processes throughout the organization to:

- Meet both short and long term goals by ensuring the sectors and the enterprise have the right leadership talent now and in the future.

- Ensure the readiness of that talent to support succession needs

- Drive change in India by developing influential partnerships with business leaders, HR, and talent management leaders.

Principal Responsibilities :

What are the principal responsibilities of this job?

- Build organization capability for a country that is expected to grow revenue from $250mn in 2011 to $ 700mn in 2014

- Strengthen & deepen the leadership bench strength

- Build the desired competencies as per the requirements of the Long Range Plan 2012-2014

- Create realistic and achievable career paths by job family

- Ensure growth and experience enrichment for Reverse L talent

- Own the Accelerated Development Program ADP for India (for fresh/somewhat experienced hires from premier institutes, who are selected to go through an accelerated devt route towards leadership positions

- Work with the L&D Specialist to develop the Learning strategy for India

- Direct Talent Review & Organisation Leadership Reviews for India

Additional and important Responsibilities :

- Oversee Performance Management Process (PMP) for client groups

- Lead the India Talent Council

- Work collaboratively with Sector HR Leaders in India to drive Talent Development, including coordination of country Development Dialogues

- With Global Talent Development lead any Early Programs that might be initiated in India

- Work with Global Talent Development to support mid-level Enterprise Development initiatives in India

- Communicate IRU programs, processes & India activities to India business partners

- Identify and partner with regional network of faculty and resources

- Know high-potential talent in India

- Educate and coach managers in talent stewardship skills and behaviors

- Oversee, with sector and functional Talent Directors, global talent management process for India

- Support Global Leadership EFA country initiatives

Scope and Dimensions :

Responsibility is for talent management for the country.

Problem Solving :

Problem solving is the extent to which the position is governed by established practices, rules, regulations, manuals, counsel/advice and independent thinking. It also includes the degree of complexity or original thinking required.

- Identification of resources necessary to attain the goals of the strategic plan through talent assessment, development, and movement

- Implementation of processes to enable the country to execute the talent plans.

- Work effectively within a global networked environment of multiple sectors, functions, and regions

Knowledge :

Indicate the minimum level of formal education and work experience that is required to carry out the responsibilities of this position. When considering the experience requirement, assume the education standard has been satisfied. Include any special knowledge, certification or license that is required.

Formal education requirement:

- MBA or master’s degree in HR or IO Psychology required

- BS/BA required

- Minimum years of experience necessary:

- Minimum 12-15+ years experience of progressive responsibility in human resource roles in either a division or a headquarters. Must have strong functional Talent Management skills, effective program/process execution, organizational capability, change management and HR business partnering. Must have had training director/management experience in a global company.

- Change Champion

- Organizational Leader

- Alliance Builder

HR Competencies :

What HR Competencies apply to this position? What HR competency model applies to this position? What level is appropriate: Individual Contributor, Leader/Manager, Senior Leader?

- Business Impact

- Talent Management

- Organizational Development

Other Criteria :

Consider behaviors, skills and knowledge that enhance a fit with the position and work environment (e.g., global cultural fit, organizational fit, etc.). Consider additional specific knowledge, skills and behaviors that are critical for this position.

- Strategic, creative and innovative thinking

- Presentation Skills, strong executive presence and communication skills

- Executive Interaction

- Assessment Competency

- Process Excellence

- Execution

- Fluent English

- Excellent Interpersonal, Influencing and Communications skills required

- Must work effectively across a global networked environment of multiple sectors, functions and regions

- Must possess an executive presence that quickly establishes him/her as a subject matter expert in talent management and a trusted coach and adviser with regional leadership

- Domestic travel approximately 25%

- Participation on periodic global calls and weekly calls for Talent Management.

- Participation in quarterly team meetings for Talent management and work with manager at beginning of each year to clarify meeting attendance to minimize travel.

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