Description: Senior Manager Talent Management (Strategy)

Location: Chennai

Experience: 1215 years

Function: HR Talent Management

Reports to: Head Talent Management

Role Purpose:

The Talent Management Strategy leader will design, govern, and scale enterprise-wide talent strategies that enable future-ready capability, leadership pipeline strength, and high-performance culture.

This role moves beyond program execution to architecting integrated talent systems aligned with business strategy, growth priorities, and workforce transformation.

Key Responsibilities:

Talent Strategy & Workforce Capability:

- Partner with HR and business leadership to translate business strategy into talent and capability roadmaps.

- Design enterprise-level Talent Management frameworks covering performance, potential, succession, and capability building.

- Drive skills-based talent architecture, including critical role identification and future skill forecasting.

Performance & Potential Management:

- Lead the design and evolution of performance management systems, aligned to business outcomes and culture.

- Embed differentiated performance and potential frameworks (Hi-Po, Critical Talent, Leadership Pipeline).

- Ensure performance conversations and reviews are performed focusing on growth, accountability, and impact.

Succession Planning & Leadership Pipeline:

- Build and sustain succession plans for leadership and critical roles.

- Design leadership pipeline models aligned to current and future organizational needs.

- Track readiness, bench strength, and risk indicators for leadership continuity.

Talent Reviews & Governance:

- Own the design and facilitation of annual and mid-cycle talent review processes.

- Create structured governance mechanisms for talent decisions and mobility.

- Ensure consistency, fairness, and data-driven decision-making across businesses.

- Present talent insights and recommendations to Head HR.

Talent Analytics & Insights:

- Define talent metrics linked to business value (bench strength, internal fill rate, capability gaps, attrition risk).

- Leverage people analytics to identify trends, risks, and opportunities.

- Translate data into actionable insights for leadership decision-making.

- Measure ROI and effectiveness of talent interventions.

Culture & Employee Experience Enablement:

- Embed desired leadership behaviours and cultural values into talent systems.

- Ensure performance, rewards, and development reinforce culture and accountability.

- Partner with HR to align talent practices with local and business realities.

- Act as a steward of high-performance and growth culture.

Stakeholder & Change Leadership:

- Act as a trusted advisor to senior leaders on talent and succession matters.

- Lead change management for new talent frameworks and initiatives.

- Influence without authority across diverse stakeholders.

- Enable HRs and managers to effectively own talent outcomes.

Team Leadership & Capability Building:

- Lead and develop a high-impact Talent Management team.

- Build capability within HR to have strategic talent conversations.

- Create standard playbooks, toolkits, and enablement frameworks.

Candidate Profile:

Education:

Masters in HR, Business Administration, Organizational Psychology, or equivalent.

Experience:

- 12-15 years of progressive HR experience.

- Strong exposure to Talent Management, Leadership Development, or OD.

- Experience working with senior leadership / CXOs.

- Prior experience in large organizations, GCCs, or fast-scaling environments preferred.

Core Competencies:

- Strategic thinking and systems design.

- Strong business and financial acumen.

- Executive presence and stakeholder influence.

- Data-driven decision-making.

- Change leadership and transformation mindset.

- Ability to balance enterprise consistency with business flexibility.

Key Success Measures:

- Strength of leadership pipeline and succession readiness.

- Internal mobility and talent retention in critical roles.

- Quality and effectiveness of talent reviews.

- Business confidence in talent decision-making.

- Adoption and maturity of talent frameworks.

Tips: Provide a summary of the role, what success in the position looks like, and how this role fits into the organization overall.