Chief Talent Architect

6 days ago


Thiruvananthapuram, Kerala, India Muthoot Fincorp Ltd. Full time
About the Role

At Muthoot Fincorp Ltd., we are seeking a visionary Talent Architect to spearhead our organization's workforce development initiatives. This pivotal role will be responsible for designing and implementing strategic talent management frameworks that align with our company's Purpose, Mission, Vision, and Values.

Salary Range: ₹1500000 - ₹2500000 per annum (Depending on Location)

Job Description

The ideal candidate will possess a strong background in human resources, organizational development, and leadership training. With at least 7 years of experience in a similar role, they will lead the creation of a culture that fosters growth, innovation, and excellence throughout the organization.

  • Develop and execute a comprehensive talent management strategy that supports business objectives.
  • Create engaging learning journeys for leaders, focusing on strengths-based development and holistic well-being.
  • IDentify high-potential employees and design personalized development plans.
  • Design and deploy assessment centers to evaluate competencies and identify areas for improvement.
  • Collaborate with HR and other stakeholders to ensure seamless integration with existing processes.

Key Responsibilities

1. Culture Journey: Embed organization purpose and values across all talent practices designed for HIPO journeys, conduct culture bootcamps, and internalize the organization's purpose, vision, mission, and values.

2. Leadership Development Program: Design an end-to-end framework for the growth of the leadership team, build a culture of strengths-based development, and facilitate individual development plans.

3. Top Talent Programs: Define a robust process to identify high-potential, high-performance employees, use competency mapping, development centers, and organization objectives to define an end-to-end development journey.

4. Assessment & Development Centers: Build a robust competency framework, define proficiency levels for competencies, and use the competency framework to design assessment and development centers.

5. Succession Planning & Career Development: Design frameworks to identify critical roles, define successor identification process, and provide visibility on career path and development to every employee.

6. Performance Management and Rewards: Lead the design and implementation of performance appraisal processes, including goal setting, feedback mechanisms, and performance evaluations.



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