Senior Executive/Assistant Manager - HRBP - Bangalore

The pioneers of software product industry in India, we are a technology and innovation led company simplifying the lives of small and medium businesses over the last three decades. With our cutting-edge technology, we have had the privilege to reach over 2.5 million business globally and cater to more than 7 million users in over 100 countries. We are passionate about the SMEs’ growth and aim to deliver the best for their business through our product innovation and excellence. Our teams develop some of the most ingenious solutions that suit the unique requirements of millions of businesses across the globe. With a market share of 75% in India, we have a strong foothold in the Middle East and are also serving customers in SAARC & APAC, Africa, and North America. Our robust network of 28000+ partners help us deliver unmatched customer experience in sales, support, and services globally.
With a sole purpose of Making Everyone Who Touches Tally, Happier, we aim to be the technology fabric that drives the economic growth of the world, by 2030.

Over the years, we have nurtured a value-based culture that let individuals follow their lead and support them in their growth journey with us. We value honesty and integrity, prioritize a people-first culture, pursue excellence, and drive impactful innovation with simplicity.
Our vision at Tally is to ensure that all employees get access to equal opportunities, with decisions grounded on performance, merit, competence, and potential. We are dedicated to fairness and transparency in our policies. By fostering diversity and equality, we strive to eliminate all forms of discrimination. We are committed to an inclusive leadership where our leaders ensure that our people are empowered to be at their best, professionally, and personally. We take great pride in our work culture which has helped become a proud member of the elite Kincentric Best Employers Club!

At Tally, the Corporate HR function plays a pivotal role in managing the organization’s most valuable resource —its people. We are responsible for attracting exceptional talent, fostering a supportive work environment, and enhancing employee engagement, experience, and welfare. Our efforts ensure that HR strategies are closely aligned with the company’s broader goals to facilitate growth and expansion.

CHR offers the opportunity to shape policies and programs that not only attract and retain top talent but also support organizational agility. If you are passionate about fostering an environment where innovation thrives, we invite you to be part of our dynamic team and help us shape the future of work at Tally.

We believe in

• Crafting Careers: Attracting and retaining top talent.
• Our strength is our people: Where people matter the most.
• One Team – One Dream: Collaborate with trust, deliver with confidence.
• Empower Minds, Inspire Growth: – Focus on continuous learning and development.

As the Talent Partner – HR, you will take complete ownership of driving the Talent Management strategy end-to-end, ensuring it is aligned with business priorities and future workforce needs. This includes leading the design and implementation of enterprise-wide career pathing and ladder frameworks, building structured career enablement processes, and driving annual talent reviews with a strong focus on succession planning and high-potential identification. you will also be responsible for conducting benefits benchmarking to ensure market competitiveness, developing data-driven insights and reporting dashboards to support leadership decisions, and strengthening stakeholder engagement through proactive communication and collaboration. Key deliverables include the career pathing framework, annual succession report, benefits benchmarking recommendations, high-potential readiness dashboards, and a comprehensive career enablement communication toolkit.

2-4 yrs of HR experience with core experience in Running or supporting Performance Management cycle. The individual should have the ability to analyse trends & draw insights along with understanding of percentile analysis & survey methodology. The individual should have Analytical curiosity along with accuracy & attention to detail.

Talent Management Strategy

• Design and implement an integrated talent management framework covering talent identification, succession planning, capability building, and development journeys.
• Partner with HRBPs and business leaders to identify critical roles and develop targeted strategies to build a strong internal talent pool.
• Lead periodic talent reviews and ensure follow-through on action plans

Career Pathing & Ladders

• Develop and institutionalize career pathing frameworks across business and functional roles, ensuring clarity on progression, lateral movements, and skill expectations.
• Design career ladders that link competencies, experiences, and performance to advancement opportunities.
• Collaborate with L&D and functional leaders to align learning interventions to career progression paths.
• Create communication and enablement tools for HRBPs to socialise -> How employees and managers navigate career discussions effectively.

Succession & High-Potential Management

• Identify and manage the high-potential talent pool, design development journeys for future leaders.
• Create visibility and readiness metrics for successors in key and critical roles.
• Create a top talent club with differentiated rewards framework.
• Track progress and report outcomes to leadership teams and the Board (where applicable)

Benefits Benchmarking

• Conduct market benchmarking of compensation and benefits programs to ensure competitiveness and alignment with talent strategy.
• Partner with Total Rewards and external consultants to analyze benefits for international markets.
• Support the design of differentiated benefits for critical and high-performing talent segments.

Data, Insights & Reporting

• Leverage talent analytics to provide insights on internal mobility, turnover, succession coverage, and talent health.
• Develop dashboards to track progress on talent KPIs such as internal fill rate, readiness ratios, and mobility rates.

Stakeholder Engagement

• Collaborate with HRBPs, L&D, and Business Leaders to drive consistent adoption of talent frameworks.
• Facilitate talent calibration discussions and build manager capability to have robust career and development conversations.