Deputy General Manager/General Manager - Talent Management - Manufacturing

: Talent Management

Industry: Manufacturing

Location: Delhi NCR

Department: Human Resources

Reports To: Head HR / CHRO

Team: Talent Management, OD, HR Analytics

Role Purpose:

Talent Management is responsible for designing and implementing talent strategies that help attract, identify, develop, engage, and retain high-potential employees and future leaders across corporate and plant operations. This role will drive succession planning, leadership development, competency frameworks, performance management, and career development initiatives tailored to the unique needs of a manufacturing environment.

Key Responsibilities:

1. Talent Management Strategy:

• Develop and execute the organizations talent management strategy aligned with business goals.
• Build frameworks for identifying critical roles, high-potential employees (HiPos), and leadership pipeline.
• Establish talent review and calibration processes across manufacturing plants and corporate functions.

2. Succession Planning:

• Design and implement succession plans for key technical, managerial, and leadership roles.
• Assess readiness levels and create development plans for successors.
• Track bench strength and succession coverage metrics.

3. Performance Management:

• Manage annual goal setting, mid-year reviews, and performance appraisal cycles.
• Facilitate performance calibration discussions.
• Ensure alignment between performance outcomes and talent decisions.

4. Competency Framework & Assessment:

• Develop role-based competency models for plant and corporate positions.
• Conduct competency gap assessments and partner with L&D to close gaps.
• Support psychometric assessments and assessment centers for leadership roles.

5. Career Development & Internal Mobility:

• Build career paths for operators, engineers, supervisors, and managers.
• Promote internal job postings and cross-functional mobility.
• Support talent deployment for strategic projects and new plants.

6. Employee Engagement & Retention:

• Analyze attrition trends and identify retention risks among critical talent.
• Implement targeted retention initiatives.
• Partner with HRBPs to improve engagement and career visibility.

7. HR Analytics & Reporting:

• Track talent metrics such as succession coverage, HiPo retention, promotion rates, and readiness.
• Build dashboards using tools like Excel, Power BI, or HRMS.
• Present insights and recommendations to leadership.

8. Employer Branding & Graduate Programs:

• Support management trainee and campus development programs.
• Design rotational and accelerated development tracks for emerging talent.

Key Deliverables:

• Succession plans for all critical roles.
• Annual talent review completion.
• HiPo identification and development plans.
• Leadership development program effectiveness.
• Reduction in critical talent attrition.
• Improved internal promotion ratio.
• Talent dashboards and quarterly reviews.

Qualifications:

• MBA / PGDM in HR from a recognized institute.
• Certifications in psychometrics, assessment centers, or coaching are preferred.

Experience:

• 12 years to 15 years of HR experience in Talent Management, OD, or L&D.
• Experience in manufacturing, engineering, automotive, or industrial sectors preferred.

Required Skills:

• Talent Reviews and 9-Box Matrix
• Succession Planning
• Competency Mapping
• Leadership Development
• Performance Management
• Assessment Centers
• HR Analytics
• Stakeholder Management
• Change Management

Competencies:

Functional:

• Talent Architecture
• Assessment & Development
• Organizational Development
• Workforce Planning

Behavioral:

• Strategic Thinking
• Data Orientation
• Influencing Skills
• Collaboration
• Execution Excellence