Head - Talent Management

Role:

Designation:

Location:

Role Overview

To define and articulate the Talent Goals & Strategies for JSW Group. Design and implement strategic interventions that aim to assess, develop and engage employees with long term potential and build talent pipeline for business critical roles. Manage Succession Planning to Critical Roles across Group Companies. Engage and Influence business stakeholders on talent practices and partner with them to set the business / function talent goals and design leading practice solutions to meet the changing business and talent needs and institutionalize best in class solutions & processes.

Key Result Areas (KRA's)

1. To articulate the Talent Strategy for JSW Group supporting the overall business & people agenda. Garner leadership buy-in on the same and deliver it through cutting edge talent solutions
2. Define and implement robust talent measurement framework to identify high potential employees across the JSW Group
3. Chart out and anchor the development journey to build future ready talent pool suiting the emerging business and talent needs
4. Engage the talent pool and retain them for business through accelerated career progression
5. Define Succession Planning framework and partner with businesses to ensure healthy talent pipeline for critical, leadership roles across the JSW Group
6. Understand current gaps and institutionalize talent process to manage the gaps and build best in class practices
7. Build Line Manager Capability to assess and mentor high potential talent

Critical Tasks (KRA’s and Key Activities)

• Articulate the Talent Strategy for the Group

Define and articulate the Talent goals for the JSW Group. Garner leadership buy-in on the Talent framework and institutionalize the same in the organization. Build people manager capability around the JSW Potential framework to scout for talent

• Define & Implement robust talent measurement framework

Evaluate talent assessment model and identify the relevant tools to ascertain the different existing and future talent tracks. Effective implementation of assessment model through internal and external methods. Anchor the end to end potential assessment process across levels for various businesses in the JSW Group. Define the Talent Review process and engage with business CEOs / Plant Heads, HRBPs through Talent Review forum to calibrate potential.

Engage business through Talent Boards, Talent Council s to create strategic alignment.

• Anchor the talent development journey to build future ready talent pool

Design the comprehensive leadership development journeys for identified talent in line with the identified learning themes and development gaps. Manage the end to end development programs with Brown, Cornell and ISB and other Institutes. Define the Individual Development Plan framework and enable the talent in creating their IDPs. Partner with Line Managers & HRBPs in actualizing the learning plan.

• Engage the talent pool through accelerated career growth

Fast track the career progression through role movements and career paths for HiPo talent. Understand the aspirations through career conversations. Define the Talent Board process with leadership team for talent closure call. Enable business leaders and make joined up decisions and action on talent movement and development plans. Accelerate the growth in the organization through differentiated promotion process and other reward strategies

• Succession Planning for the critical leadership roles

Design & rollout the succession planning framework for businesses. Anchor the Succession Planning process and identify successors for critical leadership roles across the JSW Group. Enable business leaders & resp. HRBPs to undertake regular reviews on talent pool and provide insights on talent buy and build decisions. Design and rollout interventions viz ‘Know Your Talent’ Forums to support Talent Knowledge across Functions, Plants and Businesses in JSW

• Build Line Manager Capability around assessing, developing & mentoring talent

Develop framework and implement to build line manager capability to assess, develop and mentor talent under them and make their function future ready

• Executive Coaching Practice

Decision making authority (Decisions expected)

• Manage budget decisions for the function in line with the Talent Strategy for the year
• Develops frameworks and identifies the relevant tools for effective Talent Assessment, Development and Engagement
• Select Talent consultants
• Talent/Career movements for HiPos (consultative)
• Continuous dialogue with business for decisions on Succession Plan , Talent Careers and mentoring opportunities

Educational Background and Work Experience

• Educational Qualification:

  Full time MBA or an advanced degree in HR, from a reputed institute is preferred

• Work Experience:

  15+ years of HR experience with relevant experience in Talent Management. Experience in Corporate/Group role in designing organization wide interventions is preferred. Exposure to various Talent Strategies , Career Paths & Succession Plan is preferred.

Competencies

• Strong Business & HR Acumen

  to leverage in driving the Talent agenda

• Collaborative Working & Relationship Management

  . Experience of working with key Business, HR Leaders and stakeholders. Managing relationships effectively and ensuring stakeholder buy in for initiatives and processes.

• Communication

  . Able to articulate in a clear and concise manner both in writing as well as verbally. High self-confidence with ability to present concepts to leaders, larger teams and manage critical feedback

Working relationships – Stakeholders

Internal

• Business Leaders(CXO level) , Group HR Head, Business/ Plant HR Heads, Talent SPOCs, Employees

External

• Talent / OD Consultants

Key Success Factors – Challenges

• Institutionalize the Talent Management framework, processes and building internal capability to assess & mentor
• Building a strong Succession & talent pipeline for business critical, leadership roles
• Enable business to look at Talent in an objective way and help career progression for Top Talent