Justdial - Senior Manager - Talent Management/Strategy

Description: Senior Manager Talent Management (Strategy)
Location: Chennai
Experience: 1215 years
Function: HR Talent Management
Reports to: Head Talent Management
Role Purpose:
The Talent Management Strategy leader will design, govern, and scale enterprise-wide talent strategies that enable future-ready capability, leadership pipeline strength, and high-performance culture.
This role moves beyond program execution to architecting integrated talent systems aligned with business strategy, growth priorities, and workforce transformation.
Key Responsibilities:
Talent Strategy & Workforce Capability:
- Partner with HR and business leadership to translate business strategy into talent and capability roadmaps.
- Design enterprise-level Talent Management frameworks covering performance, potential, succession, and capability building.
- Drive skills-based talent architecture, including critical role identification and future skill forecasting.
Performance & Potential Management:
- Lead the design and evolution of performance management systems, aligned to business outcomes and culture.
- Embed differentiated performance and potential frameworks (Hi-Po, Critical Talent, Leadership Pipeline).
- Ensure performance conversations and reviews are performed focusing on growth, accountability, and impact.
Succession Planning & Leadership Pipeline:

- Build and sustain succession plans for leadership and critical roles.
- Design leadership pipeline models aligned to current and future organizational needs.
- Track readiness, bench strength, and risk indicators for leadership continuity.
Talent Reviews & Governance:
- Own the design and facilitation of annual and mid-cycle talent review processes.
- Create structured governance mechanisms for talent decisions and mobility.
- Ensure consistency, fairness, and data-driven decision-making across businesses.
- Present talent insights and recommendations to Head HR.
Talent Analytics & Insights:
- Define talent metrics linked to business value (bench strength, internal fill rate, capability gaps, attrition risk).
- Leverage people analytics to identify trends, risks, and opportunities.
- Translate data into actionable insights for leadership decision-making.
- Measure ROI and effectiveness of talent interventions.
Culture & Employee Experience Enablement:
- Embed desired leadership behaviours and cultural values into talent systems.
- Ensure performance, rewards, and development reinforce culture and accountability.
- Partner with HR to align talent practices with local and business realities.
- Act as a steward of high-performance and growth culture.
Stakeholder & Change Leadership:
- Act as a trusted advisor to senior leaders on talent and succession matters.
- Lead change management for new talent frameworks and initiatives.
- Influence without authority across diverse stakeholders.
- Enable HRs and managers to effectively own talent outcomes.
Team Leadership & Capability Building:
- Lead and develop a high-impact Talent Management team.
- Build capability within HR to have strategic talent conversations.
- Create standard playbooks, toolkits, and enablement frameworks.
Candidate Profile:
Education:
Masters in HR, Business Administration, Organizational Psychology, or equivalent.
Experience:
- 12-15 years of progressive HR experience.
- Strong exposure to Talent Management, Leadership Development, or OD.
- Experience working with senior leadership / CXOs.
- Prior experience in large organizations, GCCs, or fast-scaling environments preferred.
Core Competencies:
- Strategic thinking and systems design.
- Strong business and financial acumen.
- Executive presence and stakeholder influence.
- Data-driven decision-making.
- Change leadership and transformation mindset.
- Ability to balance enterprise consistency with business flexibility.
Key Success Measures:
- Strength of leadership pipeline and succession readiness.
- Internal mobility and talent retention in critical roles.
- Quality and effectiveness of talent reviews.
- Business confidence in talent decision-making.
- Adoption and maturity of talent frameworks.
Tips: Provide a summary of the role, what success in the position looks like, and how this role fits into the organization overall.