Human Resource Manager

Role & responsibilities

1. Succession Planning & Leadership Pipeline

• Design and implement

  succession planning frameworks

  using the

  9-Box Grid

  or equivalent models.
• Identify

  critical roles

  across the organization and develop succession plans for short-, medium-, and long-term needs.
• Assess

  talent readiness

  , potential, and development gaps.
• Build and maintain leadership pipelines for key positions.
  

2. Talent Identification, Readiness & Retention

• Identify

  high-potential (HiPo)

  and high-performing employees.
• Develop targeted

  retention strategies

  for critical and HiPo talent.
• Partner with business leaders to align talent strategy with organizational goals.
  
• Monitor attrition risks and implement proactive retention interventions.
  

3. Performance Management & Feedback

• Design and manage

  performance management systems

  aligned with business objectives.
• Ensure effective

  goal setting, mid-year reviews, annual appraisals

  , and calibration processes.
• Implement continuous

  feedback and coaching mechanisms

  .
• Link performance outcomes with rewards, development, and succession planning.
  

4. Employee Engagement & Experience

• Design and deploy

  employee engagement models

  and annual engagement surveys.
• Drive initiatives to achieve

  85%+ engagement scores

  or

  4+ Glassdoor ratings

  .
• Analyze engagement data and implement action plans in collaboration with leadership.
  
• Enhance employee experience across the lifecycle (onboarding to exit).
  

5. Learning, Development & Capability Building

• Create structured

  training and development frameworks

  based on competency gaps.
• Implement leadership development, functional training, and career development programs.
  
• Measure effectiveness of learning interventions.
  

6. Systems, Process & Communication

• Implement and continuously improve

  HR systems, tools, and processes

  supporting talent and performance management.
• Ensure clear, consistent, and transparent

  communication at all organizational levels

  .
• Drive change management initiatives related to talent and engagement programs.
  

Key Performance Indicators (KPIs)

• Succession coverage for critical roles
  
• HiPo identification and retention rate
  
• Employee engagement score 85%
  
• Glassdoor rating 4.0
  
• Performance review completion and quality metrics
  
• Internal promotion and talent readiness ratios
  
• Training effectiveness and ROI
  

Key Skills & Competencies

• Succession Planning & 9-Box Grid expertise
  
• Talent Assessment & Workforce Planning
  
• Performance Management Systems
  
• Employee Engagement & Experience Design
  
• Learning & Development Strategy
  
• Data analysis & HR metrics
  
• Stakeholder management & communication
  

Qualification & Experience

• MBA / MSW / PGDM in HR or equivalent
  

• 812+ years

  of progressive HR experience
• Proven experience in

  talent management, succession planning, and engagement initiatives

• Exposure to HRMS / talent management systems preferred
• Expertise in Employee succession planning using the 9 box grid or equivalent other models.
• Critical position identification, talent identification and talent readiness and retention.
• Employee performance review, feedback mechanism
• Employee engagement models with an objective of achieving atleast 85% engagement or above 4 if you go on Glass door.
• we must have training and development, Systems and process and fantastic communication at all levels.

EMail ID : chr@bbmgrp.com

Contact No : 8341017500