Role: Divisional Field Talent Manager

Role Purpose The role is responsible for end-to-end workforce planning, governance, and capability development for frontline field employees (On-roll and Off-roll) . This includes ensuring workforce strength aligns with approved budgets, designing career and learning pathways, and driving Development Center processes to enable structured talent growth and readiness.

Key Responsibilities

1. Workforce Planning & Governance

- Conduct regular workforce planning and governance reviews for both off-roll and on-roll frontline employees .
- Ensure field force headcount aligns with approved budgets , specifically for Off-roll & On-roll employees up to PWL 6 .
- Proactively identify, analyze, and highlight discrepancies in manpower numbers and costs, and escalate deviations to relevant stakeholders for timely corrective action.
- Maintain accurate workforce dashboards, forecasts, and governance reports.

2. Career Path Development

- Design, develop, and implement structured career paths for frontline field employees up to PWL 6 .
- Work closely with business leaders, HR Business Partners, and functional heads to ensure career pathways are aligned with business needs.
- Collaborate with internal stakeholders to define role-based competencies and progression criteria .
- Support implementation of skill development programs mapped to career bands and role expectations.

3. Development Centers (DCs)

- Design and develop assessment tools and questionnaires for Development Centers, tailored to respective frontline roles.




- Validate assessment questionnaires bi-annually in collaboration with NSOMs and HOFMs .
- Develop and publish a detailed Development Center calendar and communicate timelines proactively to all stakeholders.
- Conduct pre-DC orientation sessions for:
- Eligible Development Center participants
- Respective RA1s (Reporting Authorities – Level 1)
- Execute Development Center processes in partnership with RHRs for Level 1 roles, ensuring consistency, fairness, and quality.

4. Learning Path & Capability Development

- Design and implement role-specific learning journeys for frontline employees in collaboration with the Manager – Learning & Development (L&D;) .
- Ensure seamless integration of learning interventions:
- Before Development Centers (readiness & preparation)
- After Development Centers (development action plans & capability building)
- Monitor learning adoption, effectiveness, and completion metrics.
- Identify capability gaps and escalate learning issues or risks to Manager – L&D; for resolution.

5. Stakeholder Management & Communication

- Act as a central coordination point between:
- Business leaders
- HR Business Partners
- L&D; teams
- Regional HR and field leadership
- Ensure transparent communication, governance discipline, and timely execution of agreed initiatives.

Qualification & Experience

- Postgraduate degree in Human Resources, Business Administration, or related field
- 8–12 years of experience in workforce planning, frontline capability development, or large-scale people programs
- Solid exposure to field force–centric organizations (Sales, Operations, FMCG, Infrastructure, Pharma, Telecom preferred)

📌 Manager Talent Management (Mumbai)
🏢 Pidilite Industries
📍 Mumbai