Role Purpose:

The General Manager - Talent Management will be responsible for building and institutionalizing end-to-end talent management processes from scratch for a large manufacturing conglomerate. The role will focus on identifying high-potential talent, designing leadership development pathways, succession planning up to Manager level, competency mapping, and deploying assessment frameworks, while leveraging strong digital and HR analytics capabilities.

Key Responsibilities:

1. Talent Management Frameworks:

- Design and implement a comprehensive enterprise Talent Management architecture covering: High-Potential (Hi-Po) identification, Talent reviews and calibration, Leadership pipeline readiness

- Own end-to-end talent lifecycle management, from assessment to development and role readiness.

2. High-Potential Identification & Talent Reviews:

- Define and institutionalize Hi-Po identification philosophies and governance.

- Lead structured talent assessments and 9-box matrix evaluations for key roles.

- Facilitate leadership talent review forums with senior leadership.

- Ensure objectivity, consistency, and data-driven decision-making.

3. Succession Planning (Up to Manager Level):

- Build robust succession planning frameworks for critical roles up to Manager level.

- Assess readiness levels and define targeted development actions.

- Track succession health through analytics and dashboards.

- Enable leadership rotations to build breadth and cross-functional capability.

4. Leadership Development & L&D Pathways:

- Design clear L&D and leadership pathways aligned to future business roles.

- Strengthen existing leadership programs (not academic TM programs, but business-ready).

- Partner with L&D to translate assessment outcomes into individual development plans (IDPs).

- Enable faster deployment of talent into roles as opportunities arise.

5. Competency Mapping:

- Design a competency framework where none currently exists: Role-based and level-based competencies

- Behavioral and leadership competencies aligned to business context

- Anchor assessments, development plans, and succession mapping to competency models.

6. Assessments & Certification:

- Deploy validated assessment centers and psychometric tools.

- Mandatory expertise in certified assessment tools / assessment center design & execution.

- Ensure internal capability building for assessment facilitation and interpretation.

- Drive credible, scientifically backed assessment practices.

7. Digital HR & Talent Analytics:

- Strong ownership of digital talent systems and analytics.

- Build dashboards using Power BI / HR analytics tools for: Talent health, Hi-Po pipelines, Succession readiness, Leadership program impact

- Partner with HRIS teams to leverage HRMS platforms effectively.

- Drive data-led talent decisions.

- Stakeholder Management , Work closely with: Business Leaders, HR Leadership, L&D, HR Analytics and HRIS teams

- Influence senior stakeholders using insights and structured frameworks.

Ideal Candidate Profile:

Experience:

- 10-12 years of hands-on Talent Management experience, preferably in: Large manufacturing conglomerates, Large diversified Indian groups, Global organizations with internal TM COEs

- Must have built TM processes for their own organization (not advisory only).

- Mandatory Skills & ExpertiseProven experience in: Hi-Po identification, Talent reviews & 9-box matrices, Succession planning, Competency framework design, Leadership development pathways

- Certified in assessment centers / psychometric tools (mandatory).

- Strong HR analytics capability, including Power BI.