Description:

Job Title: Vice President Talent Management

Location: Gurgaon

Reporting to: Group CHRO / Group CEO

Industry: Large Diversified Business Group (India & Global Operations)

Role Overview

The Vice President Talent Management will lead the Group-wide talent strategy, building a robust leadership pipeline and future-ready workforce aligned with the organizations growth ambitions. This role will own succession planning, leadership development, performance management, high-potential programs, and culture transformation across businesses.

The incumbent will partner closely with the Board, CEO, CXOs, and Business Heads to ensure the right talent is developed, retained, and deployed at the right time.

Key Responsibilities

1. Group Talent Strategy & Governance

- Design and implement a Group-wide Talent Management framework aligned with business strategy.

- Establish governance for talent reviews, succession planning, and leadership assessments across all businesses.

- Act as a strategic advisor to the Group CHRO and CEO on people capability and leadership risks.

2. Leadership Development & Succession Planning

- Own succession planning for CXO, Business Head, and critical leadership roles.

Build leadership development journeys for:

- Senior Leadership

- Mid-level Leaders

- Emerging High-Potential Talent

- Drive internal mobility and leadership readiness across the group.

3. Performance Management & HiPo Programs

- Lead the design and evolution of performance management systems (goal setting, reviews, calibration).

- Identify, assess, and manage High-Potential (HiPo) talent pools.

- Ensure differentiated development and retention strategies for top talent.

4. Talent Assessment & Capability Building

- Institutionalize assessment frameworks (psychometrics, assessment centers, 360 feedback).

- Map current vs future capability gaps and build targeted interventions.

- Partner with global assessment firms, coaches, and leadership institutes.

5. Learning, Culture & Future Skills

- Work closely with the L&D function to shape future skills, digital capabilities, and leadership mindset.

- Drive cultural transformation initiatives aligned with the groups values and growth agenda.

- Embed DEI principles into leadership and talent processes.

6. Stakeholder & Board Engagement

- Present talent insights, succession readiness, and leadership metrics to the Board and HR Committees.

- Partner with CEOs and Business Heads to co-own talent outcomes.

- Influence without authority across diverse businesses and leadership styles.

7. Talent Analytics & Metrics

Build strong talent dashboards covering:

- Leadership bench strength

- Succession readiness

- Attrition risks

- HiPo movement and development ROI

- Use data to drive decisions and predict talent risks.

Experience & Qualifications:

- 14 to 18 years of progressive HR experience

- Significant experience in Talent Management / Leadership Development