Key Responsibilities
1. Performance Management & PMS Excellence
• Drive end-to-end execution of the annual PMS cycle including goal setting, mid-year reviews, year-end assessments, calibration, moderation, and communication.
• Manage PMS governance calendar, dashboards, compliance tracking, and stakeholder coordination across IBUs.
• Support calibration forums by preparing insights, analytics, and ensuring consistency of performance outcomes.
• Partner on PMS process improvements, technology enhancements, workflow optimisation, and reporting requirements.
• Build performance insights to support talent, rewards, and workforce decisions.
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2. Talent Reviews & Succession Planning
• Execute annual talent review and 9-box processes in partnership with Business Leaders and HRBPs.
• Support identification and segmentation of critical talent, HiPos, emerging leaders, and talent pools.
• Maintain talent dashboards and heat maps highlighting capability strength, readiness, and talent risks.
• Support succession planning for critical roles through readiness assessment, successor identification, and development actions.
• Enable integration between performance outcomes, talent reviews, succession, and internal mobility.
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3. Leadership Development & Talent Programmes
• Support design and execution of leadership development journeys across manager, mid-level, and leadership populations.
• Coordinate flagship talent programmes, mentoring, coaching, and development interventions.
• Track programme effectiveness through participation, capability improvement, movement, retention, and business impact metrics.
• Support IDP frameworks and development planning for HiPo and critical talent segments.
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4. Culture & Organisational Health
• Support culture initiatives through employee listening insights, engagement data, GPTW inputs, and organisational health metrics.
• Drive execution of culture activation initiatives including manager connects, leadership engagements, and employee experience interventions.
• Support employer recognition programmes including GPTW and workplace benchmarking submissions.
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5. Talent Analytics & Reporting
• Develop and maintain talent dashboards covering:
o Talent pipeline
o Succession readiness
o HiPo movement
o Performance insights
o Attrition trends
o Leadership capability indicators
• Provide periodic talent insights and recommendations to enable leadership decision-making.
• Partner with HR Technology teams on talent systems, data accuracy, and reporting improvements.
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Key Stakeholders
Internal:
Head – Talent Management COE | HRBPs | Business Leaders | L&D | C&B | HR Technology | Corporate Communications
External:
Leadership development partners | Assessment providers | Talent advisory firms | Employer recognition platforms
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Qualifications & Experience
• MBA / PGDM in Human Resources from a reputed institution.
• 10– 14 years of HR experience with strong exposure to Talent Management, Performance Management, OD, or HR COE roles.
• Experience in executing enterprise talent processes including PMS, talent reviews, succession planning, and leadership development.
• Understanding of talent frameworks, assessment methodologies, and people analytics.
• Exposure to HR technology platforms (SAP SuccessFactors / Workday / equivalent) preferred.
• Strong stakeholder management, execution discipline, analytical orientation, and ability to work with senior leaders.