Role Purpose The role will focus on, but is not limited to: 1. Design of Frameworks &amp; Practices for Talent Management and Leadership Development 2. Internal and External Benchmarking 3. Enablement of the PS &amp; GSS role holders 4. Enablement of the Business Stakeholders Role Summary This work involves but is not limited to the following in the Talent Hire to Retire Space through - Design, Development, Implementation, Institutionalization, Effectiveness and Improvement of initiatives around: - Role Clarity, Structures and Titling as required - Talent Reviews, Vacuum identification and Talent Profiling - Career Frameworks and Competency Architecture - Talent Reviews and Succession Planning - Career Networks and progression - Leadership Development And all other elements of the ecosystem required to sustain these initiatives Role Scope Talent Management - Assessment, Identification, Profiling, Classification, GAP Identification; Leadership Development Key Responsibilities Specifics I. Research - Research and establish frameworks and practices as guiding posts for PS Team and Business Stakeholders to achieve TM and LD opportunities a) Though Optimum Design b) Effective testing and Institutionalizing c) Driving Impact that is acceptable - Drive Internal and External Benchmarking as a planned, systematic life-cycle to impact the TM and LD spaces positively with Ideas and Data II. Design &amp; Development - Design and develop solutions that leverage industry best practices, resonate with the key stakeholders and drive business outcomes - Support in establishing an institutional architecture to drive a) Org Design and related activities around Job Families, Titling etc. b) Career Frameworks, Competency Architectures and related systems/processes c) Talent Management - Assessment, Identification, Profiling, Classification, GAP Identification; d) Leadership Development - Partner with Resourcing, Rewards and other COEs for comprehensive treatment of Talent Initiatives III. Management &amp; Engagement - Drive Formative and Summative Evaluation of all initiatives - Be the internal consultant to support the Roll-out and Closure of all Org Initiatives by PS, GSS and Business Stakeholders - Drive external vendor engagements and maintain an active pipeline of resource and service providers. IV. Delivery &amp; Effectiveness - Deliver all Testing, Implementation and handover activities of initiatives designed by the COE - Align success criteria with the business and enable Lag and Lead measures to create desired impact - Enable the ecosystem to create the impact and hold the stakeholders accountable. Qualifications - First or Second degree in Organizational Development/Human Resource Management or related field or professional certification - 6-13 years of specific Human Resources or Consulting experience, within Talent Management, OD and OE space, for IT/IT-Consulting organizations/large corporations. Key Competence Areas - Proficient in Talent Management, Organization Effectiveness and Leadership Development - Strong Consulting Skills and Stakeholder Management/ Business Partner - Program and Process Management - Design Thinking/Solution Design - High Learning and Change Agility Key Experience and Behaviors - Creating and Operationalizing business impact linked initiatives/frameworks as an SME - Proven high-achiever track record - Experience in a global and matrix organization - Displays strong business acumen - Developing effective working relationships

Gurgaon/Gurugram

Sapient - Senior Associate/Manager - Talent Management & Leadership Development 

Sapient - Senior Associate/Manager - Talent Management & Leadership Development  ,Job Description for Sapient - Senior Associate/Manager - Talent Management & Leadership Development  in Sapient in  Gurgaon/Gurugram for (6-13) years of experience. Apply Now!

Job Description for Sapient - Senior Associate/Manager - Talent Management & Leadership Development  in Sapient in  Gurgaon/Gurugram for (6-13) years of experience. Apply Now!