Talent Management Specialist

Key Responsibilities

Talent Management & Performance

• Design and implement a comprehensive talent management philosophy aligned with organizational values and strategic priorities.
• Oversee the annual Performance Management System (PMS) and goal-setting process ensuring it aligns with strategic business objectives and manage quarterly review cycles.
• Manage and facilitate the Annual Operating Plan (AOP) and quarterly review cycles, providing tools, guidance, and coaching to managers and employees.
• Ensure effective tracking, analysis, and reporting of performance management data to drive talent insights and accountability.
• Partner with HRBPs and leaders to build robust succession planning, career pathing, and internal mobility programs for key roles.

• Learning & Development (L&D)

• Design, develop, and deliver end-to-end learning and development programs to upskill employees and build future-ready capabilities.
• Conduct regular training needs assessments, and curate or create relevant learning content, materials, and delivery methods (virtual, blended, in-person).
• Evaluate L&D program effectiveness using feedback and performance data and iterate for continuous improvement.
• Ensure 100% compliance with mandatory training programs such as Code of Conduct (COC), Prevention of Sexual Harassment (POSH), and Anti-Corruption and Bribery (ACAB) across the organization.

• Organizational Design & Development

• Lead organizational design initiatives including structure redesign, role clarity, and workforce planning to improve efficiency and agility.
• Conduct organization health diagnostics and change impact assessments to support transformation agendas.
• Facilitate organization-wide competency development, culture-building, and change enablement initiatives in collaboration with leadership and HR teams.

• Data & Insights

• Develop and maintain talent and performance dashboards to monitor organizational health and inform decision-making.
• Provide actionable workforce insights to HR and business leaders through both qualitative and quantitative analysis.
• Track the ROI and impact of talent and OD interventions and use insights to inform strategic pivots.
• Build functional cadence along with HR Business Partner for functional heads