Talent Management Professional

DIVISION/DEPARTMENT:

WORK LEVEL:

MAIN PURPOSE OF THE JOB:

To develop and implement strategies that identify, develop, and retain high-performing employees, including leadership development, succession planning, and performance management. The role supports the organization by aligning talent development with business objectives and enabling effective KRA/KPI frameworks.

KEY ACCOUNTABILITIES:

• Develop and implement talent strategies
• Lead performance management process
• Build succession pipelines and HiPo programs
• Promote internal mobility
• Facilitate talent reviews

KEY RESULTS:

KEY ACTIVITIES:

• Talent Development & Retention
• Design and roll out talent frameworks and initiatives.
• Align programs with business priorities and workforce planning.
• KRA/KPI Design & Goal Alignment
• Collaborate with leaders to define role-based KRAs and SMART KPIs.
• Support performance calibration and continuous feedback cycles.
• Leadership Development & Succession Planning
• Identify critical roles and successors.
• Design and manage HiPo development journeys and mentorship initiatives.
• Career Pathing & Promotions
• Build competency frameworks and career tracks.
• Work with HRBPs to place internal talent in suitable roles
• Talent Review & Capability Mapping
• Organize and guide talent reviews and 9-box assessments.
• Maintain and update talent matrices.
• Monitor and report on talent performance
• Talent Metrics & Business Insights
• Provide regular reports to HR leadership and senior management.

EXPERIENCE & QUALIFICATIONS:

• Must: Bachelors degree in Human Resources, Organizational Development, Psychology, or a related field
• Desirable: Masters degree/ CA or certifications in Talent Management, Performance Coaching or relevant.

Experience:

1. 10 plus years relevant experience
2. Strong experience in KRA/KPI design, performance management, and leadership development
3. SPECIAL SKILLS:
4. Expertise in performance management, goal setting, and competency frameworks
5. Ability to design and implement KRA/KPI models with business alignment
6. Succession planning and HiPo program management
7. Strong facilitation, coaching, and stakeholder engagement abilities
8. Proficiency in HRIS and talent analytics platforms (e.g., SAP Success Factors, Workday)
9. Data-driven decision-making and reporting

KEY CUSTOMERS:

INTERNAL:

HR Business Partners

• Department Heads
• Executive Leadership
• Learning & Development Team

EXTERNAL

• Talent Development Consultants
• Assessment Providers
• Executive Coaches / Leadership Trainers