Role Purpose:

We are looking for an experienced Talent Management & Leadership Development professional to build and institutionalize a data-driven, governance-led talent ecosystem.

The role will focus on strengthening succession pipelines, developing future leaders, building internal leadership capability, and reducing dependency on external leadership hiring.

Key Responsibilities:

Talent Management & Architecture:

- Drive the execution of the Talent Management framework and governance model.

- Build and manage 9-Box talent matrix, HiPo identification models, and talent segmentation.

- Integrate performance, potential, assessment, and talent data to enable informed talent decisions.

Succession Planning & Leadership Continuity:

- Identify and govern enterprise-critical roles and ensure robust succession pipelines.

- Build a minimum of two successors for each critical role with clear readiness plans.

- Develop bench-strength dashboards and talent risk metrics.

- Drive senior management / NRC / Board-level talent discussions and reporting.

HiPo & Leadership Acceleration:

- Design and execute HiPo identification and acceleration programs.

- Develop differentiated leadership cohorts, including Enterprise HiPo and Apex Leadership programs.

- Drive experience-led development through stretch assignments, strategic projects, cross-functional exposure, and leadership interventions.

Leadership Development:

- Build a structured Leadership Development Architecture aligned with business priorities.

- Establish role-based leadership academies, development programs, and enterprise leadership forums.

- Partner with business leaders to strengthen leadership capability and future-readiness.

Talent Governance & Analytics:

- Lead Talent Council processes, talent reviews, and calibration workshops.

- Use talent analytics and data to drive objective talent decisions.

- Track and report key metrics including:

1. HiPo pipeline strength.

2. Successor readiness.

3. Internal fill rates.

4. Leadership attrition risk.

5. Critical-role talent coverage.

Stakeholder & Business Partnership:

- Partner closely with the CEO, CHRO, ExCo, and Business Heads on leadership pipeline and succession matters.

- Influence senior stakeholders on critical talent decisions.

- Act as a trusted advisor to leadership on succession, HiPo development, and leadership capability.

Candidate Profile:

Must Have:

- 8 - 10 years of experience in Talent Management, Leadership Development, Organisation Development, or related areas.

- Experience working with large BFSI institutions.

- Strong hands-on experience in:

1. Talent Management.

2. Succession Planning.

3. HiPo identification and development.

4. Leadership Development.

5. Organisation Development.

6. Talent Governance.

7. Talent Reviews & Calibration.

Preferred:

- Experience partnering with CHRO / CXO / Management teams on talent and succession discussions.

- Exposure to Assessment Centres and Talent Analytics.

- Experience in designing and implementing enterprise-wide leadership programs, academies, or leadership development frameworks.

- Exposure to global talent management practices followed by leading financial institutions.

Critical Competencies:

- Strong strategic thinking with execution orientation.

- Excellent CXO-level stakeholder management.

- Data-driven and analytical approach to talent decisions.

- Strong influencing and consulting skills.

- Ability to influence without authority.

- High ownership, maturity, and institutional mindset.

- Strong business orientation with the ability to translate talent strategy into measurable outcomes.