Talent Management Specialist - Auto

Talent Management Specialist (Equivalent-Head HR)

Educational Background:

- MBA with a specialisation in HR, from a reputed Indian institute

- Specialised certifications in talent assessment and management would be desirable (eg, MBTI, DISC, LSI, etc)

- Bachelor’s degree (Honours) from a reputed college/ university

- Strong academic background (grades, institutions)

Work Experience

Tenure:

10-15 years of total work experience in reputed Indian and/or MNC organizations, known for good HR systems and practices, especially in the area of talent management/ leadership development

Content Areas:

- Has worked in strategic HR areas, including learning and developing, leadership development, career
management, hi-pot management, succession planning, etc. Exposure to other verticals of HR e.g. Compensation and Performance Management is desirable, but not mandatory.

- Experience in other areas in HR e.g. Talent Acquisition, Compensation, Manpower optimization . Performance management .is desirable, but not mandatory.

Industries:

- experience of working in manufacturing and engineering companies, preferably Auto related sectors

Roles:

- should have spent at least 5 years in a talent management role at a mid-senior level

Role Summary:

- The selected incumbent would be responsible for articulating and driving the talent philosophy of the organization. She/he would own the identification and development of key talent for NEI and drive capability building interventions across all levels of management.

Key Responsibilities:

- Identify and manage key talent groups for the organization

- Hi-Pots

- Successors to key positions

- Group MTs

- Any other critical talent group for the company

- Drive set of developmental and retention initiatives/programs for the key talent groups through:

- Individual Development Plans

- Specialized training programs

- Job rotations

- Mentoring/Coaching

- Competitive salary

- Retention-risk analysis

- Learning and Development (including Leadership Development):

- Design/Implement leadership development programs for top leadership team at various levels

- Level Based Training

- Design/implement training programs based on competency gap assessment

- Create behavioral and functional competency framework

- Employee Engagement/OHI Survey

- Drive action plans based on Employee Engagement/OHI findings to address gaps

Competencies:

- Functional Expertise: has depth and breadth of functional knowledge in Talent Management; has created and executed strategies and programs in areas like hi-pot management, succession management, and leadership development; has knowledge of best practices in these areas

Execution Skills:

- implements plans effectively and efficiently

Results Driven:

- thinks independently and delivers high quality results with minimal guidance and direction; displays high urgency for action and strong commitment towards achieving results; can operate effectively in environments of ambiguity and transition

Stakeholder Management:

- fosters and maintains a network of work relationships at senior levels in the organization; is able to leverage relationships to influence key management decisions

Planning and Project Management:

- Scopes out length and difficulty of tasks and projects; able to shift priorities and multi task on various projects; develop strategies to achieve goals, estimates time and resources.

- Excellent communication skills/Influencing Skills:

- Should be able to able to articulate his / her thoughts confidently and assertively; should be able to make crisp presentations and possess strong written communication skills

Chandra Prakash
+91-9560018245