About the Role 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.

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 Sr. Manager.
- 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 Sr. Manager.
- 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 sessionsfor:
- 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.

Required Skills

- 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)

📌 Talent Management Specialist (Mumbai)
🏢 Taggd
📍 Mumbai