DGM - Talent Management - Bank

Talent Management specialist role.

JD

Talent Management & Succession Planning

- Driving TM as perguidelines along with business by identifying Talent and Critical roles and plotting them on new tool for Leadership Talent and Core Contributors (earlier 9 box matrix)

- Managing Internal Talent Pool through quarterly discussions on key performers and high potential employees

- Conduct Mystery Shopping for new employees and gauge their experience levels to accordingly improve their experience

- Frequently advised Business Leaders on key retention issues using Potential Leavers database, successfully retained 10 key leavers over the past one year. Ring fence Talent through specific interventions and 0% surprise attrition for talent

- Launching yearly online Surveys (customized if reqd) and skip level discussions. Analyzing these surveys with business

Career Development Framework (CDF)

- Purpose is to meet the needs of our employees and keep them engaged and motivated. To move from a complex grade based structure to a simplified role based structure with well defined career options

- Across entity wide initiative for creating an enabling environment to meet career aspirations through greater transparency and consistency around roles; clear career paths towards these roles; tools and resources (such as career coaches, workbooks and trainings)

Performance Management

- Drove the - Year Beginning Objective Setting- exercise for all employees; ensured Mid Year Review dialogues, conducted for all staff members; administered the Year End Appraisal process. Ensured 100% awareness about individual Probation Period

- Effective performance management with 100% completion on ePMS & performance conversations, effective PIP management. Timely interventions for customized business solutions.

- Benchmarked compensation against market and set guidelines for salary adjustments, improving salary alignment in all offices across levels. Managed staff performance and compensation reviews for on rolls employees

OD, Culture & Change

- Interventions/Special Projects: Assisting Leadership in any key strategic initiatives related to OD, Culture & Change:

- Designing & facilitate bi-annual All Manager Workshop to cascade goals and identify challenges & solutions, workshop based on Design Thinking and Gamification

- Special project on identifying real attrition reasons for the overall FC and specific sub-function

- Facilitate OD Workshop in Japan on Role Clarification using the RACI framework

- Conceptualize, Design & Facilitate Change Management Module to enable Organizational Transformation

- Design, Conceptualization & Execution of Learning Week to promote innovation & transformation, utilizing Gamification

- Diversity & Inclusion: Formulating D&I Charter, Branding & Communication, Awareness Sessions through workshops, sessions, internal TED-like Talks, Women Leadership Development, Counselling Support Program Design, D&I VOC

- Internal Communication: Promote inter FC as well as intra FC communication through written and visual mediums

- Member of the Core CSR Group, launching specific programs as per overall CSR Strategy

Anjali