WWW.IMR-RESOURCES.COM SECTOR 56 GURGAON OFFICE Key Responsibilities: 1. Learning and Management: Develop and execute training programs that enhance employee skills and support career growth. Evaluate training needs through surveys, interviews, and performance data. Design and deliver workshops, seminars, and other educational sessions to address skills gaps and promote continuous learning. 2. Succession Planning: Implement a structured succession planning process to ensure a pipeline of qualified candidates for critical roles. Collaborate with senior management to identify key positions and potential successors. Develop and maintain talent pools and career development plans for high-potential employees. 3. Performance Management System: Oversee the performance management process, including goal setting, performance reviews, and feedback mechanisms. Design and implement performance improvement plans and interventions. Analyze performance data to identify trends and areas for improvement. 4. Leadership Development: Create and manage leadership development programs to build leadership capabilities and prepare employees for future leadership roles. Identify leadership competencies and design development plans to address gaps. Mentor and coach leaders to enhance their effectiveness and career progression. 5. Employee Engagement: Develop and execute initiatives to enhance employee engagement and satisfaction. Conduct surveys and focus groups to assess employee morale and engagement levels. Implement action plans based on feedback to improve workplace culture and employee experience. 6. Organizational Development: Partner with organizational leaders to align talent development strategies with business objectives. Lead change management initiatives to support organizational transformation and growth. Assess and enhance organizational structures, processes, and practices to drive efficiency and effectiveness. Qualifications: Education: MBA in Human Resources, Business Administration, Psychology, or a related field. Masters degree or relevant certifications (e.g., SHRM, ATD) preferred. Experience: Minimum of 10 years of experience in talent development, human resources, or a related field. Proven track record in designing and implementing talent development programs and initiatives. Experience in managing succession planning, performance management systems, and leadership development. Skills: Strong knowledge of learning and development methodologies, performance management, and organizational development. Excellent communication, presentation, and interpersonal skills. Ability to analyze data, generate insights, and make data-driven decisions. Proficiency in HR software and tools (e.g., LMS, performance management systems). Personal Attributes: Strategic thinker with a passion for employee development and organizational growth. Collaborative team player with strong problem-solving abilities. Adaptable and able to thrive in a dynamic and fast-paced environment.