Work Experience

Job Title | Head of Talent Management |

Department | Human Resources

Reports To | Chief Human Resources Officer (CHRO) / VP of HR |

Experience Level | 10+ Years of progressive HR & Talent Architecture experience |

Role Type | Full-Time / Strategic Leadership |

### Role Overview The Head / Director of Talent Management will architect, scale, and execute the global talent strategy to support the organization's long-term business objectives and Annual Operating Plan (AOP). This role is entirely strategic, focusing on shifting the organization from operational HR execution to a high-impact leadership architecture.

As a trusted advisor to the C-suite, you will own the entire lifecycle of talent optimization—spanning strategic workforce planning, succession management, performance architecture, culture transformation, and data-driven people analytics.

## Key Responsibilities

### 1. Strategic Workforce Planning & Business Alignment

Talent Strategy Architecture: Design and deploy comprehensive, scalable talent management frameworks that directly align with the company’s growth targets and strategic vision.

C-Suite Advisory: Partner closely with executive business leaders to diagnose capability gaps, forecast future capability requirements, and build proactive talent pipelines.

Change Management Leadership: Lead organizational design and change management initiatives during periods of restructuring, scaling, or cultural transformation, ensuring minimal disruption to top-tier talent.

### 2. Succession Planning & Leadership Architecture

Future-Proofing Leadership: Build and maintain robust succession planning frameworks for business-critical and executive-level roles, actively mitigating leadership vacancy risks.

High-Potential (HiPo) Programs:



Calibrate and execute data-backed frameworks (e.g., 9-Box Grid matrix) to identify high-potential talent, designing accelerated career paths and executive coaching tracks for them.

Internal Talent Mobility: Oversee the development of internal talent marketplaces to promote cross-functional mobility, maximize internal skill utilization, and increase retention.

### 3. Performance Architecture & Culture Evolution

Agile Performance Frameworks: Modernize the enterprise performance management system, shifting from rigid annualized reviews to agile goal-setting (OKRs), continuous feedback mechanisms, and impact-driven evaluations.

Employee Value Proposition (EVP) & Engagement: Continuous evolution of the organization's internal EVP to drive engagement, enhance employee sentiment, and sustain an inclusive, high-performance culture.

Targeted Retention Strategies: Analyze predictive flight-risk data to craft targeted engagement interventions, successfully reducing unwanted attrition among critical talents and high performers.

### 4. HR Technology & People Analytics

Data-Driven Decisions: Establish and track core talent metrics—such as quality of hire, promotion velocity, internal mobility index, and leadership pipeline depth—to present regular ROI insights to the board.

Tech Stack Optimization: Champion the optimization and integration of modern Talent Management Systems (TMS),



robust enterprise Applicant Tracking Systems (ATS), and digital learning/experience platforms (LXP) to automate workflows and elevate the employee lifecycle.

## Required Qualifications & Skills

Experience: A minimum of 10 years of progressive experience in Talent Management, Organization Development (OD), or HR leadership, ideally within scaling or enterprise-level organizations.

Education: Master’s degree in Human Resources, Organizational Psychology, Business Administration (MBA), or a closely related field. Advanced certifications (e.g., SHRM-SCP, SPHR, or Prosci Change Management) are highly desirable.

Strategic Vision: Proven track record of designing talent strategies that directly move business needles, supported by a strong understanding of commercial business drivers.

Influence & Stakeholder Management: Exceptional communication skills with a demonstrated ability to influence, coach, and challenge C-suite executives and diverse leadership teams.

Analytical Rigor: Strong comfort level with data analysis, workforce metrics, and leveraging modern HR technology suites to drive talent strategies.

Benefits

Office Perks

- Office cab/shuttle
- Cafeteria
- Office gym

Professional Support & Learning

- Job and soft‑skill training
- Professional degree assistance
- Sponsorship for education
- Rewards and recognition
- Course reimbursements

Financial Benefits

- Mobile bill reimbursements
- Performance bonus
- Relocation assistance
- Car lease
- Loyalty discount
- Employee referral program

Health & Insurance

- Health insurance
- Life insurance

Leave Entitlements

- Annual leave
- Maternity leave

Please note - Some advantages are grade specific and may not be applicable to your grade.

📌 DGM HR (Mumbai)
🏢 Kalpataru
📍 Mumbai