Job Description:
Key Responsibilities
Talent Development Strategy & Execution
Develop and implement a comprehensive talent development strategy (including learning & development, leadership development, succession planning, and career pathing) that aligns with the company’s mission, vision, and business goals.
Design and oversee end-to-end leadership development programs (e.g., executive coaching, emerging leader programs, management training) to build leadership capability at all levels.
Lead succession planning initiatives to identify, assess, and develop high-potential employees (HiPos) for key roles, ensuring business continuity and leadership pipeline strength.
Evaluate the effectiveness of talent development programs through metrics (e.g., retention rate of trained employees, promotion readiness, program ROI) and continuously iterate to improve impact.
Partner with department heads to identify role-specific skill gaps and design targeted learning solutions (e.g., on-the-job training, e-learning, workshops) to address needs.
Organizational Culture & Employee Engagement
Define, articulate, and embed the company’s core values and desired culture (e.g., inclusivity, innovation, collaboration) across all levels of the organization.
Develop and execute culture initiatives to enhance associate engagement, belonging, and well-being (e.g., ARGs, recognition programs, culture workshops, feedback mechanisms).
Lead regular associate engagement surveys, analyze results, and drive action plans to address gaps and strengthen culture.
Partner with leadership team to model cultural values and ensure consistent communication of culture priorities across the organization.
Talent Management & Alignment
Collaborate and coordinate with P&O peers (Talent Acquisition, performance management, Reward) to integrate talent development and culture into end-to-end talent lifecycle processes.
Ensure talent practices (e.g., performance reviews, promotions, rotations) are aligned with cultural values and development goals.
Advise senior leadership on talent and culture trends, risks, and opportunities, and recommend strategies to drive organizational effectiveness.
Team Leadership & Stakeholder Management
Lead, mentor, and develop a team of talent development and culture professionals, fostering a high-performing, collaborative environment.
Build strong relationships with key stakeholders to ensure alignment and adoption of talent and culture initiatives.
Manage budgets for talent development and culture programs, ensuring efficient resource allocation and maximum ROI.
Job Specifications/Qualification
1. Education & Professional Qualification
2. Knowledge/Experience
8–10 years of progressive experience in talent development, organizational culture, leadership development, or organizational development, with at least 3–5 years in a leadership role.
Proven track record of designing and executing successful talent development strategies (leadership development, succession planning) and culture initiatives.
Experience in a corporate environment, preferably in a fast-paced or growth-oriented organization.
Demonstrated experience leading teams and managing cross-functional projects
The ideal candidate would have normally worked as an expert in talent, organization development, or as a Strategic Business Partner within a multinational company.
The role requires a well-developed understanding of the key elements of the role of HR with experience of minimum 12-15 years.
Strong influencing skills and ability to leverage expertise to design and deploy impactful people solutions.
Fluent English at business level is required.
Good business acumen and experience-strong analytical and problem-solving capability.
