Talent Management Leader

Role Overview:

To design, implement, and drive Talent Management strategies and processes that align with business objectives, foster a high-performance culture, and build a future-ready workforce for the organization. This role ensures effective talent pipeline, leadership development, and succession readiness in line with the evolving needs of the pharmaceutical industry.

Key Responsibilities:

Talent Strategy & Workforce Planning

• Design and implement talent management frameworks aligned with organizational and industry-specific requirements.
• Partner with leadership to identify current and future talent needs and build succession pipelines for critical pharma functions (R&D, Manufacturing, Regulatory, QA/QC, Commercial).

Performance Management

• Drive the Performance Management System (PMS) by setting Goals and KRAs, ensuring alignment with AOP/LRP goals, and conducting mid-year and annual reviews.
• Design and roll out performance reviews
• Build linkage between performance ratings and rewards/recognition.

Talent Development & Capability Building

• Identify capability gaps across functions and implement targeted learning interventions.

Hi-Po Management

• Establish and manage succession plans for critical roles in R&D, Manufacturing, Regulatory, and Commercial functions.
• Design and implement High Potential (Hi-Po) identification frameworks and career acceleration programs. Monitor Hi-Po progress through structured check-ins, development plans, and progress reviews.

Building a Talent Powerhouse

• Drives initiatives to attract, develop, and retain early-career talent through structured programs for campus and off-campus hires ensuring seamless integration of fresh graduates from academic institutions into the organization

Employee Retention

• Design and implement policies and initiatives to improve engagement, belonging, and retention

Talent Mobility

• Leads and governs internal talent movement across defined career pathways, including Internal Job Postings (IJP), internal transfers, and functional rotations.
• Enables structured career progression opportunities while aligning employee aspirations with organizational capability and business needs.

HR Analytics & Reporting

• Build and maintain dashboards for talent metrics such as attrition, engagement, succession coverage, and internal mobility. Present regular Talent Review updates to leadership and the CEO.

Requirements, Skills, and Qualification

• MBA/PGDM in HR or equivalent.
• 12–16 years of HR experience, with at least 5+ years in Talent Management roles.
• Prior experience in pharma/healthcare industry is highly preferred.
• Proven track record in Performance Management, Succession Planning, and Talent Development.
• Strong understanding of HR frameworks, performance management, and talent development practices in the pharmaceutical industry.
• Excellent stakeholder management and influencing skills.
• Ability to design structured processes while maintaining agility for business needs.