Talent Management Manager - Automobile

Overall Role Purpose - Support by participating actively in the design, delivery and implementation of Talent programs or solutions in the Talent Management CoE under the guidance of CoE Head / Senior COE Partner.

Role summary:

1. Program Design: To participate in designing processes, systems and guidelines relating to the following 4 key areas of M&M AFS's flagship hi-potential program known as the Emerging Leaders Program or ELP in short. These 4 areas include:

a. Emerging Leader Talent identification (using cutting edge assessment tools and techniques)

b. Emerging Leader Talent development (i.e. design and flawless delivery of highly customized and differentiated holistic learning interventions)

c. Emerging Leader Talent deployment (to critical roles in the organization based on the employee's suitability and preference)

d. Emerging Leader Talent engagement (as explained further in point 3 below)

2. ELP Program Delivery: Ensure seamless, timely, reliable and efficient delivery and execution of all tasks, activities and overall processes take place as per plan relating to all 4 areas listed above. As part of delivery, this role will primarily be that of an individual contributor. In addition, there may be occasional requirements of program managing, oversight, monitoring and supervision activities of third parties who may be engaged (on need basis) in helping deliver one or more processes/activities.

3. ELP Talent Engagement: While all 4 areas listed above are equally important, ongoing talent engagement with the high potential Emerging Leaders identified in various talent pools will additional significance. This will involve helping design and improve ELP Talent Engagement Plans and thereafter executing ongoing, structured, systematic Talent Engagement activities as per this plan. The overall aim of these activities is to keep these Emerging Leaders highly engaged, motivated and ensuring they leverage their potential and translating it to individual and team high performance. Talent Engagement will also involve helping resolve problems, concerns and issues faced by the ELPs.

4. ELP Analytics: Going forward, increasingly, impact assessment of all differentiated high value interventions for this cohort of top talent (i.e. the Emerging Leaders) will be critical. The candidate will be responsible for designing various systems, processes and mechanisms to gather feedback on an ongoing rather than only sporadic basis, rapidly analyse results, share insights and recommendations on quickly improving design and delivery of interventions based on this analysis for higher RoI.

Typical KPIs for this role may include:

1. Launch timeline adherence of launch of talent programs and key stakeholder feedback on effectiveness

2. Effectiveness of ELP deployment as determined by metrics relating to planned vs actual movements of ELPs to critical roles within a specific timeframe

3. Metrics around ELP Engagement and contribution levels

Key competencies & attributes required for excellence in the role:

1. Very high levels of initiative, self-drive and achievement orientation - strong deadline closure focus

2. Very high levels of tenacity & perseverance

3. Ideation balanced by a strong bias for action / execution focus

4. Ability to engage with a wide variety of stakeholders and influence without authority (with Business HR, line leaders, ELPs themselves, third parties, etc.)

5. Ability to handle high levels of ambiguity and change

Hygiene levels of competence will be required in effective communication, analytical capabilities, ease in usage of MS-Office (Word, Excel, Powerpoint), conceptual grounding in HR.

Experience & Education: MBA in HR; Min 2 years of HR experience; Role will be based out of Mumbai and may involve occasional domestic travel.