Director Talent Management

Role Purpose

The

GM – Talent Management

will be responsible for

designing, building, and institutionalizing end-to-end Talent Management (TM) processes from the ground up

for a large, complex organization. The role will focus on

high-potential identification, leadership pipeline development, succession planning (up to Manager level), competency framework design, and deployment of robust assessment methodologies , supported by strong

digital HR systems and talent analytics . This is a

hands-on, build-and-scale role , requiring deep expertise in translating TM philosophy into practical, business-ready frameworks.

Key Responsibilities 1. Talent Management Architecture • Design and implement a

comprehensive enterprise Talent Management framework , covering: o High-Potential (Hi-Po) identification o Talent reviews and calibration processes o Leadership pipeline and readiness assessment • Own the

end-to-end talent lifecycle , from assessment and identification through development and role readiness.

2. High-Potential Identification & Talent Reviews • Define and institutionalize

Hi-Po philosophy, criteria, and governance . • Lead structured

talent assessments, calibration discussions, and 9-box evaluations . • Facilitate

leadership talent review forums

with senior stakeholders. • Ensure

objectivity, consistency, and data-driven decision-making

across talent outcomes.

3. Succession Planning (Up to Manager Level) • Build and deploy

succession planning frameworks

for critical roles up to Manager level. • Assess

readiness levels , identify risk areas, and define targeted development actions. • Track succession health using

dashboards and analytics . • Enable

cross-functional exposure and leadership rotations

to build breadth and bench strength.

4. Leadership Development & Learning Pathways • Design

role-based leadership and development pathways

aligned to future business needs. • Strengthen and evolve

existing leadership development initiatives , ensuring they are

practical, business-ready, and outcome-oriented . • Partner with Learning & Development teams to translate assessment insights into

Individual Development Plans (IDPs) . • Enable

faster and more effective deployment of internal talent

into critical roles.

5. Competency Framework Design • Design and institutionalize a

role-based and level-based competency framework , where required. • Define

behavioral, leadership, and functional competencies

aligned to organizational context. • Anchor

assessments, development planning, and succession mapping

to the competency model.

6. Assessments & Certification • Design and deploy

validated assessment centers and psychometric tools . • Mandatory expertise in

certified assessment tools and assessment center design and execution . • Build internal capability for

assessment facilitation, interpretation, and feedback . • Ensure assessment practices are

scientifically credible and consistently applied .

7. Digital HR & Talent Analytics • Drive strong ownership of

digital talent systems and analytics . • Build and manage dashboards (Power BI or similar tools) tracking: o Talent health o Hi-Po pipelines o Succession readiness o Leadership development impact • Partner with HRIS teams to optimize use of

HRMS platforms . • Enable

data-led talent decisions

across the organization.

8. Stakeholder Management • Work closely with

business leaders, HR leadership, L&D teams, HR analytics, and HRIS teams . • Influence senior stakeholders through

structured frameworks, insights, and data-backed recommendations .

Ideal Candidate Profile Experience •

10–12 years

of hands-on Talent Management experience, preferably within: o Large manufacturing organizations o Diversified Indian conglomerates o Global organizations with internal Talent Management COEs • Must have

personally built and implemented TM processes

within an organization (not advisory-only roles).

Mandatory Skills & Expertise • Proven experience in: o High-Potential identification o Talent reviews and 9-box matrices o Succession planning o Competency framework design o Leadership development pathways •

Certified in assessment centers and/or psychometric tools

(mandatory). • Strong

HR analytics capability , including dashboarding and insights (Power BI or equivalent).