Croma - Talent Management Professional

Job Details:

• Role Name: Talent Management Band D
• Department: Human Resources
• Reporting to: Senior General Manager HR
• Location: Mumbai

About Croma:

Croma, part of the Tata Group, is Indias leading electronics retail chain with 550+ stores in 200+ cities. Offering 20,000+ products from 500+ brands, Croma provides a seamless omnichannel shopping experience. With its Own Label range, ZipCare services, and Express Delivery, Croma ensures quality, convenience, and expert guidance for a wide range of digital and home electronic needs.

Job Purpose:

The incumbent is responsible for delivering the organisations talent, performance, and employee experience agenda by driving critical talent processes, enabling leadership capability, and fostering a high-performance and engaging work environment. The role partners with business leaders and HR teams to drive talent reviews, performance effectiveness, employee listening mechanisms, leadership development initiatives, and employee experience interventions aligned to business priorities and organizational growth objectives.

Primary Responsibilities:

Talent Management:

• Develop and implement frameworks for high potential (HiPo) talent identification and career progression.
• Drive strategic talent review initiatives to ensure business continuity.
• Partner with Business HR teams and business leaders to identify high-potential talent.
• Design and deploy Individual Development Plans (IDPs), monitor progress, and ensure completion of development initiatives for identified talent.
• Support organizational capability building through structured talent interventions and development programs.
• Project manage the assessment and development centres end to end.

Performance Management:

• Continuously enhance performance management frameworks that promote a high-performance culture.
• Lead annual goal-setting, mid-year reviews, and performance appraisal cycles.
• Ensure consistency, fairness, and effectiveness in performance management processes across functions.
• Drive capability building for managers on performance coaching, feedback, and development conversations.
• Leverage performance insights to inform talent decisions and career development.
• Monitor performance trends and provide actionable recommendations to business leaders and HR teams.
• Develop dashboards and analytics to track performance outcomes and organizational effectiveness.

Employee Experience and Engagement:

• Design and drive enterprise-wide employee engagement, recognition, well-being, and culture initiatives.
• Lead Employee Engagement Surveys including deployment, communication, action planning, and impact assessment.
• Design interventions across key employee moments in the employee life-cycle that matter including onboarding, development, recognition, and career progression.
• Partner with Business HR teams to enhance employee experience across the organization.
• Build frameworks to strengthen employee connection, engagement, and retention.
• Track employee sentiment and develop targeted interventions based on insights and analytics.
• Develop experience-related dashboards and insights for management reviews and track intervention outcomes.

Analytics, Benchmarking, Talent Analytics & Change Enablement:

• Utilize talent assessment tools and refine performance evaluation frameworks.
• Integrate talent analytics into decision-making processes, leveraging workforce data for insights.
• Track program effectiveness through key talent metrics, feedback mechanisms, and impact assessments.
• Foster collaboration with other HR vertical Heads and Business Unit Heads to align talent strategies.
• Promote a culture of continuous learning and development within the HR team.
• Stay updated with industry trends and emerging talent management best practices.
• Collaborate with Business HR teams for customized rollouts, impact measurement of initiatives, and drive deployment.

External Interfaces:

• HR Technology & Assessment Vendors
• HR Consultants
• HR Forums

Internal Interfaces:

• Functional Heads
• HR Team
• Legal, IT, Finance teams

Job Specifications:

Desired Qualification:

Masters degree in Human Resources, Business Administration, Psychology, or a related field.

Desired Experience:

Minimum 10-12 years of experience in talent management, leadership development, and succession planning, preferably in the retail or consumer-driven industry.