Talent Management Manager

Role & responsibilities

1. Talent Strategy & Planning

• Design and Strategy:

  Develop and implement comprehensive talent management strategies, programs, and policies that align with the organizations overall business objectives and values.

• Workforce Planning:

  Partner with business leaders and HR Business Partners (HRBPs) to conduct

  skills gap analyses

  and forecast future talent needs.

• Integration:

  Ensure talent programs are integrated across the entire employee lifecycle, from onboarding to succession.

2. Performance Management

• Cycle Management:

  Oversee the annual and ongoing performance management process, including goal setting, performance reviews, and calibration.

• Tooling & Training:

  Manage and optimize the performance management system (e.g., HRIS module) and provide coaching/training to managers and employees on effective performance practices.

• Feedback Culture:

  Drive a continuous performance and feedback culture within the organization.

3. Learning & Development (L&D)

• Program Design:

  Design, develop, and deliver effective L&D programs (e.g., leadership development, core skills training, career pathing) based on organizational needs and individual development plans (IDPs).

• High-Potential (HiPo) Programs:

  Identify and manage programs for high-potential employees to prepare them for leadership and critical roles.

• Training Delivery:

  Manage the Learning Management System (LMS) and coordinate with internal Subject Matter Experts (SMEs) or external vendors for program delivery.

4. Succession Planning & Internal Mobility

• Succession Process:

  Lead the succession planning process for key roles and critical positions to ensure business continuity.

• Talent Review:

  Facilitate regular

  Talent Review

  meetings with senior leadership to assess talent pools, discuss readiness, and plan development actions.

• Mobility:

  Promote and manage internal mobility and career pathing frameworks to encourage employee growth and retention.

5. Employee Engagement & Retention

• Engagement:

  Develop and implement strategies and programs to boost employee engagement, satisfaction, and well-being.

• Surveys & Action Planning:

  Oversee the administration of employee engagement surveys, analyze results, and partner with leaders to create effective action plans.

• Retention:

  Analyze turnover data to identify key drivers and implement targeted retention strategies.

Preferred candidate profile

• Data Analysis:

  Strong analytical skills with the ability to use HR metrics (e.g., turnover, training ROI, engagement scores) to drive data-informed decisions and present insights to leadership.

• Communication & Influence:

  Exceptional written, verbal, and presentation skills, with the ability to influence stakeholders at all organizational levels.

• Technical Proficiency:

  Proficiency with HR Information Systems (HRIS) and specific Talent Management modules (e.g., performance, learning, succession).