National Head

Job Description Job Title: National Head Talent Management Indbank Global Support Services limited Location: Chennai Reports to: Chief HR Officer (CHRO) Overview We are seeking an accomplished National Head - Talent Management to lead our talent strategy and cultivate a culture of excellence, innovation, and inclusivity. In this role, you will design and implement transformative HR policies across recruitment, onboarding, performance management, and engagement. By driving leadership development, DEI initiatives, and strategic retention programs, you will shape a high-performing workforce aligned with Indbank Global Support Services Limited's long-term vision and growth objectives. Role Summary The National Head - Talent Management is a senior strategic partner responsible for defining and implementing an integrated talent management vision. This leader will drive initiatives that not only attract and retain high-performing talent but also build a culture of excellence, accountability, and innovation. This role is instrumental in creating a competitive advantage by aligning talent strategies with organizational objectives and fostering a workplace that is adaptive, inclusive, and resilient. Core Responsibilities - Strategic Talent and Culture Architect: - Develop and Implement Transformative HR Policies: Lead the development of HR policies that redefine recruitment, onboarding, and performance management, ensuring these frameworks anticipate and align with dynamic business needs. - Establish RCSA for Policy Compliance: Build a proactive risk management culture through comprehensive RCSA processes, ensuring all HR policies and procedures uphold regulatory standards and promote ethical excellence. - Awards and Certification Programs: Strategically position recognition programs as central to the employee experience, reinforcing a culture where high performance, innovation, and values alignment are celebrated. - Performance and Leadership Development: - Define Performance Management Systems: Establish and maintain a robust performance management process that ensures timely, actionable feedback and empowers all employees to reach their full potential. - Succession Planning as a Growth Driver: Build and execute a forward-thinking succession planning strategy for critical roles, nurturing a pipeline of future leaders who embody the organization's values and strategic vision. - Leadership Development and Career Pathing: Create a culture of continuous learning and career advancement through tailored professional development, including pathways that facilitate internal mobility and promotions across departments. - Data-Driven Employee Engagement and Retention: - Real-Time Feedback and Communication Channels: Design and maintain systems that capture employee sentiment and foster transparency, enabling real-time responsiveness to workforce needs. - Employee Satisfaction and Inclusion Metrics: Implement quarterly employee satisfaction surveys and inclusion perception metrics, driving insights into actionable strategies that elevate workplace culture and enhance inclusivity. - Strategic Retention Goals: Implement a targeted retention strategy to retain key talent, supporting an 80% retention rate for mission-critical roles and creating development plans to engage 50% of employees, enhancing loyalty and organizational knowledge retention. - Operational Excellence and Accountability: - HRMS Implementation for Seamless HR Operations: Oversee the adoption of an advanced HR management system to streamline all HR processes, from recruitment to career development, ensuring operational agility and a superior employee experience. - Define and Track KPIs for HR Excellence: Set high standards of HR performance through data-driven KPIs, generating insights that drive continuous improvement across HR operations. - Internal SLA Execution and Performance Reviews: Establish quarterly reviews with HR, IT, and Finance to ensure accountability and operational excellence, aligning cross-functional efforts with organizational goals. - Diversity, Equity, and Inclusion (DEI) Leadership: - Drive a Culture of Equity and Inclusion: Develop and enforce DEI policies that position the organization as an industry leader in inclusive practices, championing a workplace where diverse perspectives are valued. - Recognition and Celebration of Success: Implement programs that celebrate team and individual milestones, fostering a culture that values achievement and belonging. Qualifications - Master's degree in Human Resources, Organizational Psychology, Business Administration, or a related field. - 15+ years of experience in progressive HR roles, with proven success in talent management, culture transformation, and HR strategy at a senior leadership level. - Expertise in policy design, change management, HR technology, and DEI. - Strategic leadership skills, data-driven decision-making abilities, and a commitment to creating an inclusive and employee-centered workplace. Key Competencies - Visionary Leadership - Strategic Influence and Change Management - Data Literacy and Analytical Thinking - Inclusive and Employee-Centric Approach - Business and HR Alignment Expertise WHY JOIN Indbank Global Support Services - You will work on engaging projects with some of the largest banks in the world, on projects that will transform the financial services industry. - We offer a work culture focused on innovation and creating lasting value for our clients and employees - Ongoing learning opportunities to help you acquire new skills or deepen existing expertise - A flat, non-hierarchical structure that will enable you to work directly with senior partners - A diverse, inclusive, meritocratic culture