Role Purpose

We are looking for an experienced Talent Management & Leadership Development professional to build and institutionalize a data-driven, governance-led talent ecosystem. The role will focus on strengthening succession pipelines, developing future leaders, building internal leadership capability, and reducing dependency on external leadership hiring.

Key Responsibilities

Talent Management & Architecture

- Drive the execution of the Talent Management framework and governance model.
- Build and manage 9-Box talent matrix, HiPo identification models, and talent segmentation.
- Integrate performance, potential, assessment, and talent data to enable informed talent decisions.

Succession Planning & Leadership Continuity

- Identify and govern enterprise-critical roles and ensure robust succession pipelines.
- Build a minimum of two successors for each critical role with clear readiness plans.
- Develop bench-strength dashboards and talent risk metrics.
- Drive senior management / NRC / Board-level talent discussions and reporting.

HiPo & Leadership Acceleration

- Design and execute HiPo identification and acceleration programs.
- Develop differentiated leadership cohorts, including Enterprise HiPo and Apex Leadership programs.
- Drive experience-led development through stretch assignments, strategic projects, cross-functional exposure, and leadership interventions.

Leadership Development

- Build a structured Leadership Development Architecture aligned with business priorities.
- Establish role-based leadership academies, development programs, and enterprise leadership forums.
- Partner with business leaders to strengthen leadership capability and future-readiness.

Talent Governance & Analytics

- Lead Talent Council processes, talent reviews, and calibration workshops.




- Use talent analytics and data to drive objective talent decisions.
- Track and report key metrics including:
- HiPo pipeline strength
- Successor readiness
- Internal fill rates
- Leadership attrition risk
- Critical-role talent coverage

Stakeholder & Business Partnership

- Partner closely with the CEO, CHRO, ExCo, and Business Heads on leadership pipeline and succession matters.
- Influence senior stakeholders on critical talent decisions.
- Act as a trusted advisor to leadership on succession, HiPo development, and leadership capability.

Candidate Profile

Must Have

- 8–10 years of experience in Talent Management, Leadership Development, Organisation Development, or related areas.
- Experience working with large BFSI institutions.
- Strong hands-on experience in:
- Talent Management
- Succession Planning
- HiPo identification and development
- Leadership Development
- Organisation Development
- Talent Governance
- Talent Reviews & Calibration

Preferred

- Experience partnering with CHRO / CXO / Management teams on talent and succession discussions.
- Exposure to Assessment Centres and Talent Analytics.
- Experience in designing and implementing enterprise-wide leadership programs, academies, or leadership development frameworks.
- Exposure to global talent management practices followed by leading financial institutions.

Critical Competencies

- Strong strategic thinking with execution orientation
- Excellent CXO-level stakeholder management
- Data-driven and analytical approach to talent decisions
- Strong influencing and consulting skills
- Ability to influence without authority
- High ownership, maturity, and institutional mindset
- Solid business orientation with the ability to translate talent strategy into measurable outcomes

Industry Preference

Banking | Financial Services | Insurance | BFSI

Experience

8–10 Years

📌 Senior Manager-Talent Management & Org Development (India)
🏢 Ace Recruitment & Placement Consultants
📍 India