Responsibilities Talent Management & Succession Planning
• Develop and institutionalize the Talent Management framework across manufacturing functions.
• Identify critical roles and establish succession pipelines.
• Drive annual talent review and talent council processes.
• Build readiness plans for N-1, N-2, and critical talent pools.
• Assess talent risks and succession coverage across business units.
• Establish talent dashboards and readiness metrics.
• Monitor bench strength and leadership continuity for key roles. Leadership Development
• Design structured leadership development journeys for different leadership levels.
• Build manufacturing leadership capability in:
• Safety Leadership
• Lean Manufacturing
• Operational Excellence
• Strategic Thinking
• People Leadership
• Financial Acumen
• Digital Manufacturing
• Change Management
• Launch Hi-Potential (HiPo) development programs.
• Facilitate executive coaching and mentoring initiatives.
• Enable cross-functional and cross-business exposure assignments. Learning & Development Strategy
• Develop annual manufacturing L&D; strategy aligned to business priorities.
• Build technical, functional and behavioral capability frameworks.
• Create learning architecture for:
• Shopfloor workforce
• Engineers
• Supervisors
• Managers
• Functional Leaders
• Manufacturing Leadership Team
• Establish competency-based learning pathways.
• Drive digital learning and blended learning interventions.
• Improve training effectiveness and business impact measurement. Workforce Capability Building




• Develop future skills framework aligned to manufacturing automation and Industry 4.0.
• Conduct organizational capability assessments.
• Drive skill-matrix deployment across manufacturing functions.
• Identify critical capability gaps and build intervention plans.
• Support multi-skilling and cross-skilling initiatives.
• Establish certification programs and technical academies. Performance & Potential Assessment
• Lead talent assessment and calibration processes.
• Build mechanisms for evaluating leadership potential.
• Partner with business leaders to identify future leaders.
• Drive assessment center and development center initiatives.
• Integrate performance, potential, and succession data. Organizational Development
• Support organization design initiatives.
• Drive employee engagement capability programs.
• Enable culture transformation and change management projects.
• Lead interventions related to leadership effectiveness.
• Create frameworks for internal mobility and career progression. Learning Governance & Analytics
• Manage L&D; budget and vendor ecosystem.
• Build learning dashboards and analytics.
• Measure training ROI and effectiveness.
• Track succession readiness and talent pipeline health.
• Present insights to HR Leadership and Business Leadership teams.
• Ensure compliance with statutory and internal learning requirements. Qualifications Educational Qualification MBA / PGDM in HR from a reputed institute. Certification in Talent Management, OD, Coaching, Psychometric Assessment or Leadership Development preferred. Experience 10–15 years of HR experience. Minimum 5–8 years in Talent Management, Leadership Development, OD or L&D.;

📌 Lead - TM and L&D (Mundra)
🏢 Adani Group
📍 Mundra