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 Solar
📍 Mundra