Titan - HR Manager - Talent Management

Manager - Talent Management ( HR )

Job Details :

To develop a comprehensive talent management strategy aligned to the overall business plan and implement the strategy to enable the identification, retention of high performing employees and ultimately create a talent pipeline for ready deployment

External Interfaces Internal Interfaces:

- Consultants

- Vendors

- Business / Function heads

- Managerial level employees

- HR team

- Finance team

Job Requirements:

Education : MBA in HR preferably from a premier college

Relevant Experience : 8-9 years of relevant experience in talent management

Behavioural Skills :

- Thinks big

- Is business savvy

- Shapes customer preferences

- Nurtures relationships

- Ability to influence to create impact

- Hold self and others accountable

- Is innately curious

- Passionate about categories and products

Knowledge :

- Knowledge of performance management models

- Knowledge of talent management models

- Knowledge of skill gap identification methodologies (e.g. AC/DC, MSF, performance-potential matrix etc.)

- Competencies (behavioural & technical)

Process Contributions: Process Contribution Process Outcome Performance Measure

HR : Talent Management : Annual Operating Plan

1. Develop the talent management plan for the year aligned to the manpower plan and business requirements

2. Chalk out the plan for the year key initiatives, interdependencies within the department and determine the budget

3. Present the budget, resources and calendar to the concerned stakeholders and rejig the plan based on the approved budget

- Talent management ; plan, calendar and budget

- Adherence to guidelines and timelines

- Adherence to the developed plan

HR : Talent Management : Performance Management

1. Undertake diagnostic approach to the existing performance management process and recommend modifications for the identified areas of improvement

2. Garner required approvals for the modifications of the existing process, make necessary policy amendments and manage change effectively

3. Ensure that all the system related updates are managed in line with the defined performance management process

4. Design the goal labs and collaborate with the business & HR team in the effective conduct of goal labs

5. Ensure that all the communications with regard to the performance

- Performance management process & policy

- HRMS updates

- Goal labs

- Goal audits

- Calibration guidelines

- Final ratings

- Grievance handling

- Adherence to timelines

- Adherence to guidelines

- Effectiveness of the process

Job Description:

Private and Confidential management process milestones are send to the concerned stakeholders for timely conduct of the various steps in the process within the agreed timelines

6. Participate in the talent review committee to define the calibration guidelines and participate in appropriate level of calibration meetings to ensure that the distribution of ratings as per the defined guidelines

7. Share the final ratings of the employees to the C&B team for increments and variable pay determination

8. Effectively manage grievances in liaison with the HRBPs and undertake appropriate actions based on the requirements

9. Undertake an analytical approach to performance data and recommend areas of improvement in the process and rating distribution

10. Ensure that the employees in the PIP process are appraised and their performance tracked periodically and recommend actions as per their performance

HR : Talent Management : Career management & Succession Planning

1. Provide support in the development / redesign of the talent review process for identification of successors

2. Roll out of the finalised talent review approach to the region and corporate

3. Provide the training to the HRBPs on the revised guidelines on the talent review process

4. Participate in the talent review discussions with the unit heads and CXOs as per the requirement

5. Drive the 2x2x2x2 career framework by monitoring on the actual achievement vis a vis the planned and develop action plan with the unit heads and CXOs

6. Monitor the instances of career movements as per succession plans and publish periodic dashboards to report and drive the same

7. Define the career lattices for various role baskets in the organisation to in line with the talent strategy & business requirements

- Successor identification

- Talent review process

- Talent review discussions

- Career movement tracking

- Adherence to guidelines

- Adherence to timelines

- Effectiveness of the process

- Achievement against plan

HR : Talent Management : Technology Enablement

1. Custodian of all talent related data points for employees in identified levels/bands. Enable seamless data availability and accuracy of these data points for all relevant stakeholders

2. Timely system set up and form launches for the respective processes. Manage system related aspects and resolution of queries.

2. Tech enhancements / new features introductions related to annual processes & initiatives

3. Explore further scope of tech enablement and partner with HR Tech team for additional tools etc.

4. Ensure quarterly release of Talent Dashboard to leadership.