Schneider Electric - General Manager - Talent Management

Purpose

- This role serves as a subject matter expert for the stake holders and is responsible for developing actionable talent strategies and solutions for businesses/Functions.

- Act as a TM SPOC for multiple Businesses & Functions

- Is the custodian of the TM agenda in the zone

Areas of Responsibility:

(Specific Accountabilities and Key result areas):

- Design and Program manage local leadership development programs across different talent categories and organizational hierarchies like Tejas, Ojas, Champions club etc.

- Deploy global programs and initiatives in a consistent manner across the territory. Nominate and support participation in global programs like SWILP, TSL, etc.

- Support workforce Sizing, Dimensioning & Talent Pipelining

- Talent Acceleration: Enable exposure, mobility, rotation & acceleration through Country President Sounding Board, 4 eyes, People committee, Mobility Committee etc

- Facilitate building of leadership pipeline, external and internal resource mapping for specific roles

- Manage HiPos assessment and identification

- Support HiPos development actions, career moves and local/ global visibility

- Establishment of robust succession plan for all leadership and critical roles

- Drive cultural changes through OD interventions, as per need

- Leadership pipeline and accelerating hipo development through programs like 4eyes, mentoring, shadowing, sponsorship, coaching etc.

- Identifying and developing Early career talent and facilitate cross BU/ platform/ geography mobility of talent - through GTP, ZTP Early Career classification and building/driving interventions to accelerate growth

- Engagement with HRBP: HiPo identification, Program design & deployment, OD Interventions

- Engagement with TM community: Participate and actively engage with the IO TM community for consistent understanding of the strategy, key initiatives and programs to be deployed in the zone. Also animate the India TM community and ensure alignment with the IO TM priorities and initiatives

Key Experiences:

(Critical experience, personal attributes and skills to succeed in the role. List Top 3-5 critical ones and 1-2 good-to-have)

- 15 + years in HR, TM & OD activities

- Evidence of partnering effectively at senior levels within the organization in a dynamic environment.

- Responsive, independent, collaborative, flexible, problem solver, willing to go into details, and work jointly with business Leaders in their respective perimeters.

Stakeholders (Internal and external)

- Business/ Function leadership - country/ global

- HR business partners