Senior Executive/Assistant Manager - HRBP

What You Will Own

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.

Experience You Should Bring

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.

What You Will Be Doing

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.