Talent Management

Role Summary

The Manager Talent and Culture will play a critical role in strengthening Welspun Livings talent pipeline and culture agenda. The role will have a strong focus on Talent Management, including performance and potential assessments, succession planning, leadership development programs, and Group talent initiatives.

The incumbent will also support culture and engagement initiatives by translating employee insights into actionable interventions, ensuring alignment with Group Talent and Culture priorities.

Key Responsibilities

1. Talent Management (Primary Focus)

• Support and execute the annual Talent Review and Succession Planning process, including performancepotential assessments, talent segmentation, and readiness mapping.
• Coordinate and manage end-to-end execution of Group Talent Management programs such as:
• FLP (Functional Leadership Program)
• GLP (General Leadership Program)
• WeAspire and other high-potential initiatives
• Act as a central SPOC for talent assessments, including psychometric tools, assessment centers, and development diagnostics.
• Track and monitor Individual Development Plans (IDPs) for identified talent, ensuring progress against development actions.
• Work closely with HRBPs and business leaders to identify critical roles, key talent risks, and bench strength gaps.
• Support internal mobility and career progression frameworks by providing data-driven talent insights.
• Ensure governance, documentation, and reporting of all talent processes as per Group standards.

2. Culture Office & Employee Experience

• Drive the execution of Amber Employee Surveys, including planning, rollout, data analysis, and insight generation.
• Translate survey findings into clear action themes and partner with HRBPs and leaders to drive closure.
• Support initiatives aligned with the Group Culture Office agenda, reinforcing Welspuns core values and leadership behaviors.
• Track culture action plans and periodically review impact and effectiveness.

3. Employee Engagement & Employer Experience

• Partner with HRBPs to support Great Place to Work (GPTW) initiatives, audits, and action planning.
• Collaborate with business and leadership teams to design and implement employee recognition, engagement, and experience-building initiatives.
• Support organization-wide engagement calendars and ensure consistency across plants and corporate functions.

4. Data, Analytics & Reporting

• Prepare and maintain dashboards and MIS reports covering talent reviews, succession readiness, leadership programs, engagement scores, and survey outcomes.
• Present actionable insights and trends to senior leadership to support talent and culture decisions.
• Ensure accuracy, timeliness, and relevance of data shared with Group and internal stakeholders.

Key Competencies

• Strong understanding of Talent Management frameworks and leadership development
• Stakeholder management and influencing skills
• Analytical thinking with the ability to convert data into insights
• Program and project management capability
• Strong communication and coordination skills
• High ownership and execution orientation

Qualifications & Experience

• MBA / Post Graduate degree in HR or a related discipline.
• 68 years of experience, with significant exposure to Talent Management, succession planning, leadership development, or employee engagement.
• Experience working with Group-level talent programs and multi-location stakeholders will be an added advantage.