Role & responsibilities

To build and institutionalize a data-driven, governance-led talent ecosystem that ensures:
• Strong successor pipelines for critical roles
• Scalable leadership capability
• Reduced external dependency for leadership hiring
• Alignment with global best practices (HSBC, Standard Chartered, etc.)

Enterprise Talent Architecture
• Design and implement an end-to-end Talent Management framework
• Build 9-box talent matrix, HiPo identification models, and talent segmentation
• Integrate performance, potential, and assessment data into a unified system

Succession Planning & Leadership Continuity
• Identify and govern enterprise critical roles
• Build minimum 2 successors per critical role
• Develop bench strength dashboards and talent risk metrics
• Drive NRC/Board-level talent discussions and reporting

HiPo & Leadership Acceleration
• Design and run HiPo acceleration programs
• Build differentiated tracks:
• Enterprise HiPo pool
• Apex leadership cohort
• Drive experience-led development (stretch roles, strategic projects, cross-functional exposure)

Leadership Development

- Build a structured Leadership Development Architecture
• Establish role-based academies and enterprise leadership forums





Talent Governance & Analytics
• Lead Talent Council processes and calibration workshops
• Drive data-backed decision-making using talent analytics
• Track key metrics:
- HiPo pipeline strength
- Successor readiness
- Internal fill rates
- Leadership attrition risk

Stakeholder & Business Partnership
• Partner with CEO, ExCo, and business heads on leadership pipeline
• Influence senior leadership on talent decisions
• Act as a trusted advisor on leadership and succession matters

Preferred candidate profile

Robust exposure to:
• Talent Management

- Organisation Development
- Succession planning
• HiPo frameworks
• Leadership development programs
• Talent governance

Preferred
• Experience working with Board / NRC level talent discussions
• Exposure to assessment centres and talent analytics
• Experience building enterprise leadership programs or academies

Critical Competencies
• Strategic thinking with execution depth
• Strong stakeholder management (CXO level)
• Data-driven decision-making
• Ability to influence without authority
• High ownership and institutional mindset

📌 Talent Management & Org Development - Manager (Mumbai Suburban)
🏢 Hector and Streak Consulting
📍 Mumbai Suburban