Role Purpose:

Talent Management Lead for AMESA (Asia, Middle East, South Africa) is a senior HR leadership role in AMESA, accountable for designing and executing the regional talent development strategy, building strong talent pipelines and bench-strength, and shaping the future-ready workforce for the business. This role spans Talent Acquisition, Talent Management, Diversity & Inclusion, Campus Hiring, Capability Development, Performance Management, Employee Engagement, and Communications, while also leading the flagship skill enhancement initiative for blue-collar employees.

The incumbent will serve as a strategic advisor to business and HR leadership, driving a culture of high performance, inclusion, and continuous learning across 8 manufacturing units and the AMESA Regional Office. The person will also be taking care of HRBP - Sales and CS.

Key Responsibilities:

1. Talent Acquisition, Diversity & Campus Hiring:

- Lead strategic hiring plans for critical and volume roles across AMESA.

- Build and sustain campus hiring programs to create strong early-career talent pipelines.

- Champion diversity and inclusion hiring strategies across manufacturing and functional roles.

- Strengthen employer branding to attract and retain diverse talent pools.

2. Talent Strategy, Development & Pipeline:

- Design and deliver the AMESA Talent Development Strategy aligned with business growth and future capability needs.

- Build robust succession pipelines and bench strength for leadership, technical, and critical roles.

- Drive execution of Individual Development Plans (IDPs), Career Development Plans (CDPs), and leadership development journeys.

- Partner with business leaders to anticipate talent gaps and implement proactive solutions.

3. Performance Management & Capability Building:

- Lead the design, execution, and continuous improvement of the Performance Management System (PMS).

- Ensure strong goal-setting, performance differentiation, and feedback culture across AMESA.

- Drive critical skill development programs, including digital, technical, and behavioral capabilities.

- Hold accountability for E-learning adoption and effectiveness, ensuring access to world-class learning platforms.

- Oversee skill enhancement and certification of blue-collar employees.

4. Employee Engagement & Communications:

- Drive innovative employee engagement strategies that strengthen the employee experience and culture.

- Lead internal & external communications strategy to execution to ensure clarity, transparency, and inspiration in messaging as per company standards.

- Leverage engagement surveys and listening tools to identify gaps and create action plans.

5. Stakeholder Management & Leadership:

- Influence and partner with senior leaders across geographies and functions to drive the talent agenda.

- Facilitate complex and sensitive conversations with credibility, empathy, and business focus.

- Provide thought leadership and serve as a trusted advisor to HR and business leadership.

- Collaborate with Plant HR leaders, regional HR teams, and global COEs for consistent delivery.

Qualifications & Experience:

- Education: Masters Degree in Human Resources / Business Administration or equivalent.

- 8+ years of progressive HR experience, with a focus on Talent Management, Capability Development, and Performance Management.

- Proven track record in designing and executing large-scale talent and capability strategies.

- Experience in managing multi-country, diverse, and manufacturing-intensive environments preferred.

Skills & Competencies:

- Expertise in Talent Acquisition, Talent Management, PMS, and Learning & Development.

- Hands-on experience in Darwinbox, including workflow management, goal-setting modules, performance cycles, and HR process automation.

- Strategic thinking with strong program design and execution capability.

- Strong influencing skills to manage senior stakeholders and navigate complexity.

- Excellent communication, facilitation, and conflict resolution abilities.

- High adaptability, resilience, and ability to manage sensitive and challenging conversations.

Key Success Metrics:

- Effective rollout and impact of Talent Development Strategy across AMESA.

- Improved benchstrength and succession pipeline for critical roles.

- Increased effectiveness and adoption of Performance Management System.

- Growth in diversity representation and retention of early-career talent through campus hiring.

- Enhanced employee engagement and satisfaction with communication and learning.

- Demonstrated uplift in workforce capabilities through Yantrashala and critical skill programs.