Manager-Talent Management

:Talent Management

Role- Manager

Department - Human Resources

Reports To - Chief Human Resources Officer (CHRO)

Location- Corporate Office (Travel to Manufacturing Plants as required)

Job Purpose

To develop and lead the organization's Talent Management strategy by driving performance management, succession planning, leadership development, competency management, learning & development, employee engagement, organizational development, and talent review processes across all manufacturing plants and corporate functions. The role is responsible for building a high-performance culture and ensuring a robust leadership pipeline to support business growth in the Plastic Toys and Engineering Products manufacturing business.

Key Responsibilities

1. Talent Management Strategy

• Develop and execute the organization's Talent Management framework aligned with business objectives.
• Design talent strategies to attract, develop, engage, and retain high-performing employees.
• Build an integrated Talent Management roadmap supporting business expansion and future workforce requirements.
• Partner with business leaders to identify critical talent priorities and organizational capability gaps.
• Provide periodic dashboards and reports to CHRO and senior leadership.

2. Performance Management System (PMS)

• Lead the end-to-end Performance Management Cycle.
• Drive goal setting, KPI alignment, mid-year reviews, annual performance reviews, and calibration sessions.
• Ensure objective, transparent, and performance-driven appraisal processes.
• Analyse performance trends and recommend improvement initiatives.
• Enable managers through coaching and performance management workshops.

3. Competency Framework

• Develop and maintain organization-wide competency frameworks for all functions.
• Define technical, functional, behavioural, and leadership competencies.
• Conduct competency mapping for manufacturing, engineering, quality, supply chain, commercial, and corporate roles.
• Integrate competencies into recruitment, learning, promotions, and career development.

4. Leadership Development

• Identify High Potential (HiPo) employees.
• Design leadership development programs for frontline leaders, middle management, and senior leadership.
• Develop structured Individual Development Plans (IDPs).
• Build leadership capability through coaching, mentoring, assessments, and executive development programs.

5. Succession Planning

• Develop succession plans for all critical leadership and technical positions.
• Conduct Talent Review discussions with business leaders.
• Build leadership pipelines for plant and corporate functions.
• Track succession readiness and development progress.

6. Learning & Development

• Develop annual Learning & Development strategy and training calendar.
• Identify capability gaps using competency assessments.
• Drive technical, behavioural, managerial, and leadership development programs.
• Measure training effectiveness using ROI and business impact metrics.
• Build internal faculty and knowledge-sharing culture.

7. Employee Engagement

• Design and implement employee engagement strategies across plants and corporate offices.
• Conduct Employee Engagement Surveys and develop action plans.
• Drive recognition and rewards programs.
• Improve employee experience and retention through structured engagement initiatives.

8. Career Development & Internal Mobility

• Establish career progression frameworks.
• Promote Internal Job Posting (IJP) and cross-functional career opportunities.
• Build career development pathways for manufacturing and engineering talent.
• Support career counselling and employee development discussions.

10. Change Management

• Lead organizational change initiatives.
• Develop communication and stakeholder engagement plans.
• Facilitate change adoption across manufacturing locations.
• Build organizational readiness for transformation initiatives.

11. HR Business Partnership

• Collaborate with Plant HR, Corporate HR, Business Heads, and Functional Leaders.
• Provide strategic Talent Management support for business growth.
• Ensure HR initiatives align with operational and organizational objectives.

Key Deliverables (KPIs)

• Performance Management completion within defined timelines.
• Employee Engagement Score improvement.
• Succession coverage for critical positions.
• Leadership pipeline readiness.
• High Performer retention.
• Internal promotion ratio.
• Competency assessment completion.
• Leadership development program effectiveness.
• Talent Review completion across business units.
• Reduction in critical talent attrition.
• Organization capability improvement.

Education & Experience:

• MBA / PGDM in Human Resources
• Bachelor's Degree in Engineering, Commerce, Business Administration, or related discipline
• 12+ years of progressive HR experience.
• Minimum 6-8 years in Talent Management, Organizational Development, Employee Retention, Learning & Development, or Leadership Development.
• Experience in Plastic, Toys, Engineering, Automotive, Consumer Durables, Manufacturing, or Industrial sectors.

Preferred Industry

• Plastic Toys Manufacturing - Engineering Products Manufacturing - Automotive Components - Consumer Durables - Industrial Manufacturing - FMCG Manufacturing