Lead - Talent Management - Manufacturing

Role: Lead Talent Management-Global Manufacturing Operations

Key Responsibilities:

1. Talent Identification and Assessment

- Anchor talent reviews in talent management board

- Create individual development plans for high potential employees

- Track the progress of development and follow through with the leadership team to bring in necessary closure as per the plan

- Create a periodic cadence to review progress.

- Anchor GMO talent review process or identification (of Talent), competency assessment, closure of feedback and career conversations by the respective managers in each BU

2. Talent Analysis :

- Collate talent data across GMO, analyse and interpret the same to feed into common corporate themes.

- Drive action plans as agreed with Corporate.

- Conduct discussions of talent analysis with business leadership team.

- Partner with L&D to prepare and deploy appropriate developmental programs end to end.

3. Process Improvement :

- Share learning, expectations and work with the Corp TMB team to upgrade talent management and succession planning processes and standards.

- Provide inputs to upgrade HR IT systems (Talent Management module).

- Simplify the IDP templates, talent assessment process to make it user-friendly and impactful.

- Revisit competencies for critical roles that will make the future role holders successful.

4. Working Framework :

- Contribute to the strategic agenda of the talent management and translate organizational talent strategy into planning, governance framework and policy formulation.

- Adherence to processes during the TMB rollout across organization.

5. Talent Development:

Supporting creation and closure of development plans for the individuals (with special focus on critical mass). Designing different developmental strategies for different categories of talent. Bringing in multiple dimensions of development in the individual plans. Closely tracking progress vis -vis developmental plans and reporting to the relevant stakeholders in a timely and appropriate manner

Managing Critical Talent:

6. Developing critical talent identification criteria, socializing with LC for buy-in, putting the critical talent on fast track under focused developmental plan. Providing visibility of critical talent to the business leaders

7. Managing Early Talent:

- Devising methods for identifying early talent, identification of critical engagement levers for the early talent, formulating action plans and delivering on the same in collaboration with HR Leads

Performance Management:

8. Program manage the performance management for entire GMO ensuring timely closure and adherence to the process.

Operating Network:

Internal: CTO/FTO HR Heads, HR Managers, HR Facilitators, Plant / Functional Heads, Site Leadership Teams, Leadership Academy, TTC, HR CoEs, Administration team, Compensation and Benefits Team.

External: Vendors & Institutions

Technical Requirements:

- Understanding of the technicalities of learning, development and talent management processes

- Ability to conceptualize processes and frameworks for enabling talent-related processes

- Data management and data analysis - including eye for picking mistakes

- Documentation skills

- Ability to communicate in a crisp manner - especially in writing

- Making impact full presentations

- Facilitation skills and understanding of content design are desirable

Educational & Experience:

MBA in HR with 8-10 years of functional experience

Key Personal Attributes:

- Ability to strike an engaging conversation with senior business managers

- Ability to influence key stakeholders

- Ability to achieve results through collaboration

- Ability to take complete ownership of a task/activity/process

- Ability to get into details

- Drive for delivering results on time and of desired quality

- Ability to manage multiple activities simultaneously