JOB DESCRIPTION

Job Role: Team Lead - Talent Management

Job Role ID:

SECTION I: BASIC INFORMATION ABOUT THE JOB ROLE

Job Role Variant: Team Lead - Talent Management

Manager Job Position: Leader - Talent Management

Job Position ID:

Value Stream: People, Culture & Infrastructure

Job Family: Human Resources

Sub-Job Family: Talent Management

SECTION II: PURPOSE OF THE ROLE

Design Talent Programs - Talent Reviews, Succession Planning process, cadre development programs, targeted leadership development interventions to foster talent growth and development. Partner with business HR and drive the talent agenda and process changes by anchoring & supporting the implementation of various initiatives to build and sustain a high-caliber talent pool across the organization within stipulated guidelines.

SECTION III: KEY RESPONSIBILITIES AND ACCOUNTABILITIES OF THE ROLE

Responsibilities

• Talent Pipeline Planning
• Partner with Leader - Talent Management to implement the strategy and structure that ensures organizational efficiency and effectiveness, promotes career development and builds a strong talent pipeline
• Develop a comprehensive Succession Planning Action Plan with the Business Leaders & HR Heads
• Collaborate with HR Business Partners to refine Successor Development plans in order to prepare Successors for Leadership positions and improve readiness levels
• Collaborate with Talent Acquisition and Learning and Development Teams to facilitate mobility and development of high caliber talent
• Competency Mapping & Assessments
• Deploy the competency framework within all departments of the organization and implement the role competency mapping exercise (as per proficiency levels) with a focus on identifying and defining critical competencies required for all the unique job roles
• Support in mapping Career Pathways and Experience Maps outlining possible vertical and horizontal movements possible for different cohorts (early tenured, hi-potentials etc.)
• Collaborate with Talent Acquisition and Learning & Development Teams for need-based assessment of incumbents or new hires (for hiring, succession, potential and progression)
• Assist Leader -Talent Management in facilitating Leadership Assessments conducted for the purpose of Succession and Career Progression
• Talent Reviews & Cadre Development
• Drive the ATR for eligible employees by guiding the Business Leaders and governing the implementation of relevant Management Action plans through respective HR Business Partners and other stakeholders
• Design and implement Cadre Programs for campus hires as well as mid-career leaders to support development of long-term talent pipeline
• Ensure effectiveness of the ATR process through Manager Capability building initiatives and Talent POC capability & effectiveness
• Policies, Processes and Procedures
• Assist Leader- Talent Management in formulation of the Talent Management policies, processes and procedures
• Monitor day-to-day execution done by team members and oversee Governance framework so that Talent processes are carried out smoothly and in accordance with all necessary compliances
• Identify industry trends and talent management best practices, provide inputs for improvements and guidance to team members regarding new initiatives/projects in Talent Management
• People Management
• Participate in recruitment activities & ensure retention/engagement of own team
• Set performance objectives of own team, evaluate team members and provide regular feedback, guidance and support
• Guide, mentor and develop own team to take on larger and complex responsibilities

SECTION IV: SUCCESS METRICS (TOP 3-5 KPI's)

• High Caliber Attrition & Mobility
• Cadre Growth
• CAP promoted to SLL
• IDP created for High Caliber

SECTION V: OPERATING NETWORK

Internal: Business Heads, Line Managers, HRBP, Talent SPOCs, L&D, TA, All Cadre selects, Procurement & Contracting

External: HR Consultants, Assessment Partners, Educational Institutes

SECTION VI: KNOWLEDGE AND COMPETENCIES

Education Qualifications

• Master's in Business Administration /Human Resources Management / Industrial Psychology & Organizational Behavior
• Certification in Coaching and Psychometric tools is preferred

Experience (Must Have & Good to Have)

10 to 15 years of experience with at least 5+ years of experience in designing and implementing Talent Management/ TA/ HRBP/ L&D/ PM & Total Rewards processes

Functional / Behavioural competencies required to execute the role

Functional Competencies

• Talent Assessments and Identification
• Succession Planning & Management
• Career Management and Leadership Development
• Cadre Building & Program Management
• Talent Engagement and Retention
• Talent Analytics
• Organization Design

Behavioral Competencies

N/A

SECTION VII: CAREER MOVEMENTS

Feeder Roles: Sr. Team Member - PD, Sr. Team Member - Talent Acquisition, Sr. Team Member - Performance & Total Rewards, Sr. Team Member - PC&I - Business Partner

Possible Next Role Movement: Leader - Talent Management (Vertical Movement)

Team Lead - L&D, Team Lead - Talent Acquisition, Team Lead PC&I - Business Partner (Lateral Movement)