Looking for female candidates only.

Job Overview:

The ideal candidate is a strategic HR professional with strong hands-on expertise in Talent Management, Succession Planning and Talent Assessment, who can work closely with senior business leaders to identify critical talent, assess potential, build leadership pipelines and develop successors for business-critical positions.

The person should be equally comfortable with strategy and execution, possess strong analytical and stakeholder-management capabilities, and have demonstrated experience in building or transforming talent frameworks in a complex organization.

The role will also drive talent reviews, competency frameworks, assessment processes, HiPo identification, career planning, leadership development and internal mobility initiatives.

Key Responsibilities:

Talent Management Strategy:

- Develop and implement the organization's overall Talent Management strategy aligned with business objectives.

- Establish a structured framework for identifying, developing and retaining critical talent.

- Partner with business and HR leadership to understand current and future talent requirements.

- Identify critical roles, critical skills and talent gaps across functions and business units.

- Develop talent pools for critical functions and leadership positions.

- Create frameworks to improve internal talent mobility and career progression.

Succession Planning:

- Design and drive the organization's Succession Planning framework for critical and leadership positions.

- Identify business-critical roles and assess succession risks.

- Work with functional leaders to identify potential successors for key positions.

- Establish short-term, medium-term and long-term succession pipelines.

- Develop individual development plans for identified successors.

- Track succession readiness and development progress periodically.

Talent Assessment:

- Develop and implement structured Talent Assessment and Potential Assessment processes.

- Drive annual / periodic talent reviews across functions and business units.

- Design and facilitate talent review discussions with business leaders.

- Establish assessment criteria based on competencies, performance, potential, leadership capability and career aspirations.

- Use tools such as:

1. 9-Box Grid

2. Assessment Centres

3. Psychometric Assessments

4. Competency Assessments

5. Potential Assessments

6. Leadership Assessments

- Identify High-Potential (HiPo) employees and create differentiated development plans.

Competency Framework:

- Develop and maintain organizational and functional competency frameworks.

- Define leadership competencies required at different levels of the organization.

- Map competencies against key roles and career levels.

- Identify competency gaps across talent pools.

- Integrate competency frameworks with recruitment, performance management, assessment and development processes.

Career & Internal Mobility:

- Develop structured career paths and career architecture for key functions.

- Create opportunities for internal career movement and cross-functional development.

- Establish internal talent marketplaces / mobility mechanisms where applicable.

- Identify employees ready for expanded responsibilities.

Key Talent Matrix:

- Succession coverage ratio

- % Critical roles with successors

- % Critical roles with Ready-Now successors

- Successor readiness index

- Leadership pipeline strength

- Talent review completion rate

- Promotion readiness

- Critical talent attrition

- Time to readiness for successors

- Development intervention effectiveness

Requirements:

- 10 - 12 years of overall HR experience, with significant experience in:

1. Talent Management

2. Succession Planning

3. Talent Assessment

4. Leadership Development

5. Organizational Development

6. HiPo / Talent Reviews

- Candidates at Senior Manager / Head level should ideally have 5+ years of hands-on experience in Talent Management / Talent Assessment.

- Experience working with senior business leaders, CXOs and leadership teams is essential.

- Preference will be given to people with experience in the Financial, BFSI, NBFC domain.