1. Fortifying the Organization through Talent & Succession

- Own and drive the end-to-end leadership pipeline and succession planning framework across critical roles and leadership levels.

- Lead quarterly and cyclical talent reviews in partnership with Business Leaders and Executive Committee, ensuring depth, diversity, and readiness of leadership talent.

- Ensure continuous pipeline upkeep, tracking readiness, movement, and risk across leadership roles.

- Monitor and report on key talent metrics, including internal fill rate, internal mobility, bench strength, succession coverage, and pipeline health.

- Proactively conduct re-risking exercises to identify leadership gaps, role vulnerabilities, and succession risks, and recommend mitigation strategies.

- Enable data-driven decision-making by translating talent insights into actionable outcomes for leaders and HR.

- Act as a trusted Talent Partner to Business Leaders, enabling informed decisions on leadership readiness, promotions, succession, and development.

- Collaborate closely with HR Business Partners to align talent strategies with organizational and workforce plans.

2. Digital Enablement - Talent Management Modules & Pipelines

- Lead the digital transformation of Talent Management processes, including TM modules, leadership pipelines, and succession tools.

- Act as product owner for TM systems, ensuring seamless integration with HRIS and learning platforms.

- Drive change management, adoption, and capability building for leaders and HR teams to effectively leverage digital talent tools and improve user experience.

3. Leadership Development & Readiness Acceleration

- Design and deliver leadership development programs aimed at accelerating readiness of current and future leaders.

- Curate learning journeys for different leadership segments.

- Measure leadership program effectiveness through outcomes such as readiness movement, role transitions, and performance.

4. Leadership Assessment & Talent Diagnostics

- Lead potential and leadership assessments using psychometric tools and structured methodologies.

- Own and manage assessments such as 360-degree feedback, OPQ (Occupational Personality Questionnaire) and other diagnostic tools.

- Translate assessment insights into clear development actions for individuals and cohorts.

- Ensure ethical usage, data integrity, and confidentiality in all assessment processes.

5. Employee Value Proposition (EVP) & Career Architecture

- Design and operationalize EVP initiatives such as Trailblazers Tracks, leadership journeys, and differentiated career pathways.

- Build and maintain clear career pathing frameworks across functions and leadership levels to enhance transparency and internal growth.