Manager-Talent Management

Department: People Function

Key Responsibilities:

Leadership Development Charter:

• Contribute to the development of the annual leadership development charter aligned to business strategy : with details on calendar and budget.
• Drive execution of the approved plan, ensuring alignment with business strategy.

Leadership Development: Emerging Leaders Program (ELP)

• Ensure seamless execution of the current ELP cohort(s), managing program design, timelines, stakeholder coordination, and consultant deliverables to achieve high program impact.
• Assess the effectiveness of the ongoing Emerging Leaders Programme (ELP) by analysing participant feedback, program outcomes, and industry benchmarks to generate actionable insights.
• Identify areas for enhancement and provide recommendations to revamp the programme in alignment with evolving talent needs and business goals.
• Create the refreshed leadership journey in collaboration with senior stakeholders and external consultants, ensuring it addresses current capability gaps and future leadership requirements.
• Drive programme management and governance, tracking progress through regular dashboards, and proactively following up on project completion and development milestones.
• Foster continued engagement with alumni and previous programme batches through networking events, knowledge-sharing forums, and periodic check-ins to reinforce learning and community building.

Leadership Development: Sales Excellence Program (SEP)

• Execute a robust assessment process for identification of sales talent.
• Re-design and drive seamless execution of the existing Sales Excellence Program (SEP) to build the sales talent pipeline across the value chain.
• Partner with PBPs and regional leadership to align development & exposure with mobility outcomes.
• Use data to track readiness, measure impact, and continuously optimize the program for success.

Leadership Development: SMT Development Support

• Support the assessment & development of SMT members by partnering with Vendor partners/consultants.
• Support in planning IDP conversations with SMT team.
• Provide support in the planning and execution of SMT development programs in alignment with plans.
• Publish periodic dashboards to track and report progress against individual IDPs, ensuring visibility and accountability.

Leadership Development: Industry immersion programs

• Coordinate with internal stakeholders to define relevant development themes and manage partnerships with identified organizations for immersions.
• Provide end-to-end support for the design and execution of Leadership Conclave programs.
• Conduct industry benchmarking studies to identify emerging trends and best practices in leadership development.

Coaching & Mentoring Ecosystem

• Support the development of a structured Coaching Ecosystem by creating governance guidelines and building a qualified internal and external coach pool.
• Enhance the effectiveness and reach of the mentoring program at Titan through process improvements and increased engagement.
• Build mentor capability and establish a robust feedback mechanism to ensure continuous development and impact measurement.

Assessment Suites

• Support the development and curation of assessment tools (e.g., psychometric tests, simulations, 360-degree feedback, case-based evaluations) aligned with talent and business needs.

Vendor Partner Management

• Identify suitable leadership consultants based on expertise and organizational needs.
• Manage Vendor partner relationships to ensure seamless program execution.
• Review consultant performance and recommend actions.

Work Experience

Education- MBA in HR preferably from a premier college

Relevant Experience: 4 - 7 years of experience in leadership development/talent management preferably in Consumer facing industries.

Experience of designing & deploying leadership/talent development interventions and partnering with external partners and institutions.

Behavioral Skills:

• Is business savvy
• Shapes stakeholder preferences
• Nurtures relationships
• Ability to influence to create impact
• Hold self and others accountable
• Is innately curious

Knowledge:

• Knowledge of leadership development frameworks.
• Knowledge of capability gap identification methodologies (e.g. AC/DC, MSF, performance-potential matrix etc.).
• Knowledge of leadership competency modelling & capability building approaches (coaching, mentoring, Exec. training etc.).
• Knowledge of psychometric tools.