1. Performance Management: Drive performance management system and ensure timely completion of goal setting, reviews, and evaluations; work with managers to identify employees requiring performance improvement interventions; analyze performance trends and recommend development actions; ensure alignment between individual goals, departmental objectives, and organizational priorities.

2. High Performer Identification & Retention: Develop framework for identifying high-performing and high-potential employees; drive targeted retention initiatives to achieve 90% and above retention of identified high performers without monetary hikes; develop non-monetary engagement and retention strategies; conduct periodic talent reviews.

3. Attrition Management: Identify key drivers of attrition; develop proactive retention and engagement initiatives; support maintaining overall attrition within 10%; analyze exit trends and recommend corrective actions.

4. Succession Planning & Leadership Pipeline: Establish succession planning framework; identify successors for 100% of Plant Head, Production Head, Quality Head, and NPD Head positions; achieve minimum 80% succession coverage for critical roles; develop readiness pipelines (Ready Now, 3 months, 6 months, 12 months); conduct regular talent review discussions; prepare IDPs; track successor readiness.

5. Learning & Development: Conduct TNI/TNA; develop annual and monthly training calendars; ensure minimum one training intervention per employee per month where applicable; coordinate internal and external training across functions and locations; promote continuous learning.

6. Training Effectiveness:



Develop mechanism to measure business impact of training; achieve minimum training effectiveness score of 75%; conduct post-training assessments and performance reviews; identify measurable improvements with reporting managers; improve content and methodologies.

7. Employee Development & Career Planning: Drive IDPs for high-potential employees and successors; facilitate career discussions and internal mobility; develop competency frameworks for critical and leadership roles; support creation of future leaders through mentoring, coaching, cross-functional exposure, and development assignments.

8. HR Analytics & MIS: Develop and maintain Talent Management dashboards and MIS; track metrics including time to close, quality of hiring, new-hire performance, high-performer retention, attrition, succession coverage, successor readiness, training completion, training effectiveness, employee development; present insights and recommendations.

DESIRED CANDIDATE PROFILE Education: MBA / PGDM in Human Resources, Organizational Development, or related discipline. Relevant professional certifications in Talent Management, Learning & Development, or Succession Planning will be an added advantage.

Experience: Approximately 812 years of progressive HR experience, preferably with significant exposure to Talent Management, Learning & Development, Performance Management, and Succession Planning. Experience in Manufacturing / Automotive / Rubber / Plastic industry preferred.

Role Expectation: Strategic yet execution-focused HR professional capable of building a solid talent pipeline, improving employee capability, retaining high-performing employees, and creating a sustainable succession framework to support future growth.

📌 Talent Management Specialist (Mumbai)
🏢 Mega Rubber Technologies
📍 Mumbai