Job
Description
About the Company: We are a leading multinational machine tool manufacturing company with a legacy of engineering excellence, innovation, and quality. With over 3300 employees across multiple plants and regional offices in India, we are focused on driving sustainable growth, continuous improvement, and operational excellence in the industrial manufacturing space. Job Purpose: To build and lead an integrated leadership development and succession planning strategy to ensure a strong pipeline of future leaders. This role will focus on identifying critical roles, assessing internal talent, developing leadership capability, and aligning succession strategies with long-term business goals in a manufacturing context. Key Responsibilities: 1. Succession Planning: Define and implement succession planning frameworks for critical roles across all levels Work with various functional heads to identify high-potential talent and critical roles. Develop and maintain a company-wide succession map and talent inventory. Periodically review and update succession plans based on business needs and organizational changes. 2. Leadership Development: Design and deploy leadership development programs (first-time managers to senior leaders), customized to meet the manufacturing businesss competency needs. Collaborate with external and internal partners to develop learning journeys, assessments, coaching, and mentoring programs. Drive 360-degree feedback, leadership assessments, and IDPs (Individual Development Plans). 3. Talent Assessment & Readiness: Lead organization-wide talent reviews in collaboration with business and HR teams. Implement tools and systems for assessing leadership potential, readiness, and bench strength. Provide insights to management on leadership capability gaps and development priorities. 4. Strategic Workforce Planning Support: Partner with HR Analytics and workforce planning teams to align leadership pipeline with long-term strategic goals. Recommend internal mobility, cross-functional rotation, and career pathing strategies for key talent. 5. Change Management & Culture Building: Act as a catalyst for leadership-driven culture transformation. Promote diversity and inclusion within leadership development and succession initiatives. Support change management initiatives tied to leadership transitions. Key Competencies: Strong understanding of manufacturing industry dynamics, shop floor culture, and organizational structures. Expertise in leadership development frameworks (e.g., 9-box grid, competency models, leadership pipelines). Familiarity with psychometric tools, assessment centers, and leadership coaching. Excellent stakeholder management and facilitation skills. Data-driven mindset with the ability to link leadership metrics to business outcomes. Qualifications & Experience: Master’s degree in HR, Organizational Development, or related field. 8-20 years of progressive HR experience, with at least 3–5 years in leadership development or succession planning. Experience in a manufacturing or industrial environment is strongly preferred. Certification in coaching, psychometric assessments (MBTI, Hogan, etc.) is an advantage. Key Success Metrics: Leadership pipeline coverage for critical roles Internal fill rate for leadership positions Retention of high-potential talent Participation and completion rate of leadership development programs Leadership readiness index
