We have a position of Head-Talent Management & Talent Development for one the leading organisation. 1. JOB PURPOSE: - To formulate Strategies, Policies, Plans and Initiatives spanning the entire organisation and spearhead their deployment for Talent Identification, Talent Reviews, creation of Talent Pipeline, Nurturing and Development of Talent and Succession Programs, with view to creating a culture of excellence, high performing and engaged workforce to meet current and future business imperatives. 2. PRINCIPAL ACCOUNTABILITIES: Accountabilities Major Activities Key Performance Indicators: Talent Development Strategy : - Interface with business leaders and functional heads to understand implications of the Organisational Mission and Business Strategy for current & future capability and skill requirements - Develop the Talent Management Strategy, Policy, Programs & Plans - Spearhead the development of Competency framework and Skill Matrix across the organization to facilitate analysis of existing capability and skill requirements and the development journey for the entire workforce - Scan Best Practices across industries; examine suitability for incorporation in Talent management policies and practices - Accuracy in cascading Business Plans to Talent requirements and competencies - Comprehensiveness in capturing information for formulation of Talent Management Strategy - Availability of skills, competencies and organizational capabilities as per plan Development of Competency Framework & Skill Matrices - Interface with all functional heads and top management to understand implications of Organisational mission and Business strategies to competency requirements and their relative importance to achieve current and future business goals - Identify Experts / Consultants to partner with for development of the Competency Framework - Collaborate with all functional heads /managers/ team leaders, other Verticals /Departments of HR to facilitate data generation through various methodologies and input sources & ensure data collection and deployment - Analyse data to arrive at required competencies - Populate competencies for position holders - Design Competency based PMS - Perform Assessment - Identify competency gaps - Collaborate with L&D and OD Head and team for Competency Development - Cascade Competencies to other processes in various processes in TM & other verticals of HR - Adherence to plan timelines for development of the competency framework - Comprehensiveness of Competency framework - Populating competencies to Position holders - % achieved - Time Adherence of deployment of Competency Framework - Adherence to milestones of deployment of Competency based PMS - Timeliness of Plan milestones for completion of competencies cascading to other HR processes PMS : - Launch and Ensure Performance Planning - Goal Setting, Assigning priorities, Communication and sign-off - Review PMS process and formats - Ensure Performance Reviews- Define process, Identify Assessors, drive and monitor Performance Review Discussions - Analyse data - Finalise Ratings and Development plans through multilevel discussions - Communicate outcome of ratings to Rewards Head and collaborate for cost projections of alternative scenarios - Obtain approvals to finalise outcome of PMS Process (Increments, Promotions etc.) - Finalise employee communication and implement - Collaborate with L&D Team to firm up employee development plan - Drive the Transition to Competency based PMS - Adherence to PMS Schedule - Accuracy and objectiveness in ratings - Accuracy of Analysis - Adherence to milestones of deployment of Competency based PMS - Consonance and relevance of Development Plans with Talent Development Strategy Learning & Development : - Translate Organisations' Vision & Mission to develop the L&D Strategy interfacing with the Top Management and Functional Heads - Envision the competencies and skills needed to meet the organisation's strategic imperatives and milestones - Prepare the L&D Strategy and plan to cater to current and future competencies and skill requirements - Perform Organistional diagnostics; identify areas and rollout OD interventions - Scope best practices to benchmark and design and drive implementation of L&D and Employee Engagement initiatives - Oversee the team to ensure smooth functioning of the LMS - Number of Initiatives devised - Feedback on success of initiatives - GPTW scores Talent Identification and Management : - Collaborate with L&D Team with all functional heads /managers/ team leaders, Other Verticals /Departments of HR to facilitate data generation & collection through various methodologies and input sources for TNI like Critical incidents, PMS, trainable gaps of talent acquired and Customer Requirements and imperatives - Analyze and review data of performance gaps, competency gaps, categorise and shortlist to determine Talent management actions - Identify Hi-Po's across the organization - Design various assessments basis the cohort level - Identify & Engage Consultants for Assessment (Assessment Centres/ Psychometrics and others) - Design the Talent Review Framework - Conduct Talent Review Process across levels - Identify Individuals who need coaching and counseling support for their performance, make suitable plans /initiatives, share and maintain focus constantly apprising CHRO and respective FH, collaborating with HRBP; take appropriate actions in consonance with TM policies - Monitor and Review program - On time completion of talent reviews - Number of internal grown talents - Performance enhancement in segment identified for support Development and Retention initiatives/ programs for the Key Talent Groups - Design and Implement leadership development programs for top leadership team at various levels - Design, ensure and monitor training programs based on competency gap assessment - Design development journeys like CEO Circle, L2, L3 leadership journey - Designing initiatives for retaining employees (training, role change etc.) - On time completion of development journeys - Competency index enhancement - Employee Retention - Unplanned employee turnover rate within norms Succession Planning : Develop Pipeline for Critical Roles - Identify critical roles within the organization - Discuss with Functional leaders and identify the successors for critical roles - Design Individual Developmental plan for successors to take up the new role - Talent pool size and adequacy for critical roles - Timely succession Career Planning : - Identify different role / job movements/ job rotation for employees - Design and conduct Training programs for upskilling the employees for the new role/s - Review the success of the movement - Career Path Ratio within norms - Competency enhancement - Performance in the new role Talent Advisory role and New HR initiatives : - Scan and Share Best Practices and Trends with members of the HR Function - Design future/forward looking people policies - Design, Develop, New HR Initiatives and programs, collaborating with HR partners /consultants / HR Service providers - Extend advisory support to all HR verticals for HR Program and Policies creation and impact review - Assume the role of an Internal Consultant for advising functions and Leaders in People Matters to help enhance implementation and impact of HR processes - No. of Sharing meetings - No. of Advisory, Coaching and Counseling sessions Team Management : - Allocate work according to team strength - Drive the initiative for timely closure through team - Periodic reviews of work of team - Assess capability gaps through training /development projects - Develop team capabilities - Motivate and guide the team for higher performance - Adherence to Training Needs fulfillment targets - Development projects executed versus targeted - Competency development index - Employee Engagement Score (Team) 3. MAJOR CHALLENGES (Mention key 2-3 complex issues/challenges faced on this job): Retention of talent: - Technological advancement and swift obsolesce of skills imparted - Talent readiness to meet the Organization's goals 4. KEY DECISIONS: - Mention the authority that the jobholder has; typical decisions made by this position - Recommendations made by this position for decision by the superior - Decision (self) Decision Recommended to Superiors for approval - PMS outcomes Role Change, Promotions, Final Approval for actions arising of conclusion of performance enhancement plan - Succession Planning, Career Planning Initiatives and actions Final Approvals - Review mechanism Final decisions on successors identified through succession planning - HR Initiatives, Talent Development, External HR Partner support Approvals, Budget 5. INTERACTIONS (Mention the Interactions - internal and external in the job but do not include the interactions with boss or subordinates. Also, mention the nature/purpose of the interaction): Internal Interaction: - Job /role you need to interact with Internally in the organization to enable success in your day-to-day work - Interaction with Purpose - Leadership team Hi-Po identification, Actions for performance support group, Succession planning, developmental journey planning, people policies - All functions, Leaders Advising on People related matters - Employees For development journey, job rotation - Within HR For designing of Talent management plans and HR initiatives programs, Hiring, Budgeting External Interactions: - Job /role you need to interact with outside the organization to enable success in your day-to-day work - Interaction with Purpose - HR Consultants/ partner- Kincentric etc. Enhance HR functionalities - Training agencies For developmental programs - Assessment centers / Psychometric Assessment Agencies For designing assessment for employees 6. SKILLS AND KNOWLEDGE (Mention the basic minimum entry level requirements for this job in terms of educational qualifications, professional experience, and competencies): Educational Qualifications / Technical Training/ Certifications: MBA (HR) Preferred - Certification from SHRM and related agencies Relevant and total years of Experience: - 12-17 years of experience with 5-6 years of relevant experience in Talent Management space Functional Skills : - Business Understanding - Knowledge of talent management activities - Data Analysis and Advanced Excel - Excellent Communication & Presentation skills - Assessment Methods & Techniques - Competency Management

Any Location

Jaipur

Head - Talent Management & Talent Development - FMCG/Consumer Durables/Telecom 

Job Description for Head - Talent Management & Talent Development - FMCG/Consumer Durables/Telecom  in Bradford Consultants LLP in  Any Location Jaipur for (10-16) years of experience. Apply Now!