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

1012 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).