Talent Management Specialist (Manager)

Responsibility

Key Responsibilities

Talent Management & Succession Planning

Talent Management Framework

•Lead succession planning for key roles by identifying critical positions and potential successors.

•Drive HiPo (High Potential) identification using the 9-Box Performance–Potential Matrix and other assessment tools.

•Facilitate talent reviews and build individualized development plans for future leaders.

•Collaborate with business heads to ensure a healthy internal talent pipeline for technical and leadership roles.

Performance Management

•Manage the entire Performance Management System (PMS) cycle — goal setting, mid-year and annual reviews, calibration, and feedback sessions.

•Train managers and employees on performance evaluation, feedback conversations, and SMART goal setting.

•Integrate potential vs. performance analysis to strengthen talent decisions and career planning.

•Recommend improvements to PMS to enhance objectivity, fairness, and developmental focus.

Learning & Development

•Conduct organization-wide training needs analysis (TNA) to identify skill and capability gaps.

•Design and implement technical, behavioral, and leadership development programs in partnership with internal and external trainers.

•Create structured learning roadmaps for various employee segments (blue-collar, staff, managers, leadership).

•Evaluate learning effectiveness using measurable outcomes (Kirkpatrick’s model or similar).

•Drive the adoption of digital learning tools and learning management systems (LMS).

Employee Development & Engagement

•Build and promote a strong learning culture that encourages continuous improvement and innovation.

•Support initiatives around career pathing, competency mapping, and capability building.

•Partner with HR leadership on engagement surveys, retention analysis, and organizational development projects.

•Desired Candidate Profile

•MBA / PGDM in Human Resources or Organizational Development (full-time).

•10–12 years of experience in Talent Management, Learning & Development, or Organizational Development, preferably within manufacturing / engineering / industrial sectors.

•Proven experience in implementing succession planning, HiPo programs, competency frameworks, and performance management systems.

•Strong facilitation, coaching, and influencing skills.

•Analytical mindset with the ability to interpret data and translate insights into strategy.

•Exposure to modern L&D tools, digital learning platforms, and psychometric assessments.

•Excellent communication, stakeholder management, and project execution abilities.