Position Overview:
As a Head of Talent Management, this role requires the incumbent to use his/her HR domain knowledge to help the organization in designing, redesigning Talent Processes, Practices and Systems, providing effective talent solutions and deploying them successfully across the organization through other HR teams as appropriate.
If you have a passion for helping others succeed and if you genuinely believe that talent is the greatest asset of any company, wed love to talk to you!
Role & responsibilities:
Performance Management System:
- As a COE for PMS this incumbent will design or redesign this critical talent process either all new or continuously improve to deliver effective outcomes as appropriate.
- Own, foster & execute the current performance management system which promotes fairness & meritocracy.
- Assess on an ongoing basis, the business leaders & employee needs & changes and identify the areas in which performance can be improved.
- Identify on ground challenges for high performance in each business, level in the organisation performance management system to build high performance culture.
- Evaluate and educate HR team on the best Talent Practices in PMS and work together to deliver the relevant practices, systems and processes accordingly.
Succession Planning:
- Owns the update & review of the succession planning module information for the eligible population.
- Ensure that the SP module updation & review timelines are adhered to defined timeline.
- Keeps the management & other stakeholders like Talent acquisition team updated on the leadership cover Index-output of the succession planning exercise.
Employee Engagement:
- Drive business engagement and implementation across all areas of the HR agenda, spearhead all Talent, Performance & change management initiatives ensuring Key stakeholder management.
- Owns & drives Survey companys annual employee feedback survey & the action planning on the feedback subsequently.
- Co-owns & drives the overall employee engagement calendar along with the TM team.
- Collaborating with businesses and ER/HRBPs to drive and implement the HR initiatives above.
- Reviews the engagement calendar & various inputs received from employees & leaders through survey & otherwise to strategize, design & add/remove more programs to keep the engagement plan relevant with evolving needs.
Employer Branding:
- As a co-owner of the employer branding exercise, owns the actionable & timelines of this project.
- Helps the various internal & external teams in delivery of their respective actionable aligned with this intervention.
CSR:
- Manage the CSR activities.
Rewards & Recognition:
- Design, execute & own the Reward & Recognition agenda.
- Owns & anchors all the R&R interventions like Frontier, iUtsav, Champ, Talent meets etc.
- Helps the ER team & other stakeholders in timely & effective delivery of the above.
- Helps review the R&R interventions periodically to keep them relevant to the organization needs.
Talent Assessment:
- Leads the Talent Assessment & deployment process for mid-senior level leaders through processes like Talent councils.
- Ensures that the information flow between the various talent & performance processes is meaningful, aligned & timely PMS, Talent Council output, succession planning.
Communication
- This role requires the individual to work on & own the employee communication plan for the organization.
- Brings in intelligence on newer & more effective forms of employee communication.
New Projects:
- This role also requires the incumbent to be abreast of the latest talent management practices in the industry & try & evaluate the applicability & benefit of bringing in the same for the organization.
- Understand, assimilate and execute robust Talent Management support methodologies and processes i.e. understanding of technology-driven tools, particularly HRIS and other Talent Management technologies.
Preferred candidate profile:
- MBA-HR, PGDHRM in Human resources (from premium institutes) with 18+ Years post qualification experience in Human Resources Proven experience effectively prioritizing workload to meet deadlines and work objectives.
- Keen interest & inclination towards conceptualizing & designing HR initiatives.
- Drive for results, decision making, customer focus, business acumen, taking ownership, withstanding pressure, HR analytics, assessment and competency tool.
- Demonstrated ability to write clearly, succinctly, and in a manner that appeals to a wide audience.
- Expert level proficiency in MS-Office Suite-PowerPoint and Excel.
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