Role- Manager

Department - Human Resources

Reports To - Chief Human Resources Officer (CHRO)

Location- Corporate Office (Travel to Manufacturing Plants as required)

Job Purpose To develop and lead the organization's Talent Management strategy by driving performance management, succession planning, leadership development, competency management, learning & development, employee engagement, organizational development, and talent review processes across all manufacturing plants and corporate functions. The role is responsible for building a high-performance culture and ensuring a robust leadership pipeline to support business growth in the Plastic Toys and Engineering Products manufacturing business.

Key Responsibilities

1. Talent Management Strategy

- Develop and execute the organization's Talent Management framework aligned with business objectives.
- Design talent strategies to attract, develop, engage, and retain high-performing employees.
- Build an integrated Talent Management roadmap supporting business expansion and future workforce requirements.
- Partner with business leaders to identify critical talent priorities and organizational capability gaps.
- Provide periodic dashboards and reports to CHRO and senior leadership.

2. Performance Management System (PMS)

- Lead the end-to-end Performance Management Cycle.
- Drive goal setting, KPI alignment, mid-year reviews, annual performance reviews, and calibration sessions.
- Ensure objective, transparent, and performance-driven appraisal processes.
- Analyse performance trends and recommend improvement initiatives.
- Enable managers through coaching and performance management workshops.

3. Competency Framework

- Develop and maintain organization-wide competency frameworks for all functions.
- Define technical, functional, behavioural, and leadership competencies.
- Conduct competency mapping for manufacturing, engineering, quality, supply chain,



commercial, and corporate roles.
- Integrate competencies into recruitment, learning, promotions, and career development.

4. Leadership Development

- Identify High Potential (HiPo) employees.
- Design leadership development programs for frontline leaders, middle management, and senior leadership.
- Develop structured Individual Development Plans (IDPs).
- Build leadership capability through coaching, mentoring, assessments, and executive development programs.

5. Succession Planning

- Develop succession plans for all critical leadership and technical positions.
- Conduct Talent Review discussions with business leaders.
- Build leadership pipelines for plant and corporate functions.
- Track succession readiness and development progress.

6. Learning & Development

- Develop annual Learning & Development strategy and training calendar.
- Identify capability gaps using competency assessments.
- Drive technical, behavioural, managerial, and leadership development programs.
- Measure training effectiveness using ROI and business impact metrics.
- Build internal faculty and knowledge-sharing culture.

7. Employee Engagement

- Design and implement employee engagement strategies across plants and corporate offices.
- Conduct Employee Engagement Surveys and develop action plans.
- Drive recognition and rewards programs.
- Improve employee experience and retention through structured engagement initiatives.

8. Career Development & Internal Mobility

- Establish career progression frameworks.




- Promote Internal Job Posting (IJP) and cross-functional career opportunities.
- Build career development pathways for manufacturing and engineering talent.
- Support career counselling and employee development discussions.

10. Change Management

- Lead organizational change initiatives.
- Develop communication and stakeholder engagement plans.
- Facilitate change adoption across manufacturing locations.
- Build organizational readiness for transformation initiatives.

11. HR Business Partnership

- Collaborate with Plant HR, Corporate HR, Business Heads, and Functional Leaders.
- Provide strategic Talent Management support for business growth.
- Ensure HR initiatives align with operational and organizational objectives.

Key Deliverables (KPIs)

- Performance Management completion within defined timelines.
- Employee Engagement Score improvement.
- Succession coverage for critical positions.
- Leadership pipeline readiness.
- High Performer retention.
- Internal promotion ratio.
- Competency assessment completion.
- Leadership development program effectiveness.
- Talent Review completion across business units.
- Reduction in critical talent attrition.
- Organization capability improvement.

Education & Experience:

- MBA / PGDM in Human Resources
- Bachelor's Degree in Engineering, Commerce, Business Administration, or related discipline
- 12+ years of progressive HR experience.
- Minimum 68 years in Talent Management, Organizational Development, Learning & Development, or Leadership Development.
- Experience in Plastic, Toys, Engineering, Automotive, Consumer Durables, Manufacturing, or Industrial sectors.

Preferred Industry

- Plastic Toys Manufacturing - Engineering Products Manufacturing - Automotive Components - Consumer Durables - Industrial Manufacturing - FMCG Manufacturing

📌 Talent Management Manager (Bangalore Rural)
🏢 Micro Plastics
📍 Bangalore Rural