Associate Manager - HR

JOB PURPOSE

COE - TM (Talent Management)

ORGANISATION CHART

COE Head - Talent Management

KEY ACCOUNTABILITIES

Identify Roles

• Support COE Head

  : Work closely with senior management to identify key roles/jobs, determine the need for successors, and identify current incumbents in key positions.

• Talent Dossier Preparation

  : Prepare and maintain a talent dossier for all approved high-potential candidates, based on their past experiences and competencies, who will undergo the program.

Potential Assessment

• Facilitate Assessments

  : Help facilitate assessments by Managers/HODs based on the

  Potential Traits Matrix

  and proficiency levels.

• Analysis & Documentation

  : Document assessment results and analyze the data to understand key skill gaps, employee readiness, talent gaps, and retention risks.

Periodic Talent Review

• Support Talent Review Process

  : Assist COE Head in determining

  Talent Review Guidelines

  and facilitate the talent review discussions.

• Talent MIS & Reports

  : Prepare and maintain related

  Talent Management Information System (MIS)

  and

  Project Management Reports

  .

Succession Planning

• Create Succession Plans

  : Assist COE Head in developing

  succession plans

  , identifying long- and short-term successors.

• Monitor & Review Progress

  : Regularly review and monitor the progress of organization-wide succession planning programs, documenting results.

Development Needs Identification & Individual Development Plans (IDPs)

• Facilitate Feedback Mechanisms

  : Help facilitate

  PPA

  (Performance and Potential Assessment) and

  360-degree feedback

  to identify gaps.

• Coordinate IDPs

  : Support the COE Head in creating and coordinating

  Individual Development Plans (IDPs)

  with required inputs from the

  COE - L&D team

  .

COE Services

• Support COE Head for TM & SP

  : Support the implementation of

  Talent Management (TM)

  and

  Succession Planning (SP)

  for M1, M2, LA/PA, & HODs at LB/PB levels.

• Facilitate Implementation

  : Assist

  Business HRs (BHRs)

  in implementing TM and SP for LB/PB to LD/PD in the business.

KEY ACCOUNTABILITIES - Additional Details

EXTERNAL INTERACTIONS

• Professional Networking

  : Engage with HR counterparts from other companies, participate in HR forums such as

  NHRD

  ,

  NIPM

  , and network with consulting organizations.

INTERNAL INTERACTIONS

• Senior Management

  : Regular interaction with

  CEOs

  ,

  GCXOs

  , and

  Senior Business Leaders

  to ensure alignment of talent management strategies.

• HR Teams

  : Collaboration with HR members in various business units and shared service teams.

• Other Departments

  : Interaction with various departments to implement talent management and succession planning initiatives effectively.

FINANCIAL DIMENSIONS

• Cost Management

  : Analyze and manage the financial impact of talent management initiatives across the Group.

EDUCATION QUALIFICATIONS

• Required

  : Postgraduate qualification in

  HR

  ,

  P & IR (Personnel & Industrial Relations)

  , or an

  MBA in HR

  .

• Skills

  :
• Conceptual clarity on

  Talent Management tools

• Good Communication

  ,

  Interaction

  , and

  Influencing Skills

• Execution Skills

• Presentation

  and

  Analytical Skills

• Integrity

  and

  Detail-Oriented

RELEVANT EXPERIENCE

• 6-10 years of overall experience

  in

  HR

  , with a focus on

  Talent Management

  and related initiatives.

COMPETENCIES

• Personal Effectiveness

• Social Awareness

• Entrepreneurship

• Problem Solving & Analytical Thinking

• Planning & Decision Making

• Capability Building

• Strategic Orientation

• Stakeholder Focus

• Networking

• Execution & Results

• Teamwork & Interpersonal Influence