
Manager-Talent Management
2 weeks ago
Department: People Function
Key Responsibilities:
Leadership Development Charter:
- Contribute to the development of the annual leadership development charter aligned to business strategy : with details on calendar and budget.
- Drive execution of the approved plan, ensuring alignment with business strategy.
Leadership Development: Emerging Leaders Program (ELP)
- Ensure seamless execution of the current ELP cohort(s), managing program design, timelines, stakeholder coordination, and consultant deliverables to achieve high program impact.
- Assess the effectiveness of the ongoing Emerging Leaders Programme (ELP) by analysing participant feedback, program outcomes, and industry benchmarks to generate actionable insights.
- Identify areas for enhancement and provide recommendations to revamp the programme in alignment with evolving talent needs and business goals.
- Create the refreshed leadership journey in collaboration with senior stakeholders and external consultants, ensuring it addresses current capability gaps and future leadership requirements.
- Drive programme management and governance, tracking progress through regular dashboards, and proactively following up on project completion and development milestones.
- Foster continued engagement with alumni and previous programme batches through networking events, knowledge-sharing forums, and periodic check-ins to reinforce learning and community building.
Leadership Development: Sales Excellence Program (SEP)
- Execute a robust assessment process for identification of sales talent.
- Re-design and drive seamless execution of the existing Sales Excellence Program (SEP) to build the sales talent pipeline across the value chain.
- Partner with PBPs and regional leadership to align development & exposure with mobility outcomes.
- Use data to track readiness, measure impact, and continuously optimize the program for success.
Leadership Development: SMT Development Support
- Support the assessment & development of SMT members by partnering with Vendor partners/consultants.
- Support in planning IDP conversations with SMT team.
- Provide support in the planning and execution of SMT development programs in alignment with plans.
- Publish periodic dashboards to track and report progress against individual IDPs, ensuring visibility and accountability.
Leadership Development: Industry immersion programs
- Coordinate with internal stakeholders to define relevant development themes and manage partnerships with identified organizations for immersions.
- Provide end-to-end support for the design and execution of Leadership Conclave programs.
- Conduct industry benchmarking studies to identify emerging trends and best practices in leadership development.
Coaching & Mentoring Ecosystem
- Support the development of a structured Coaching Ecosystem by creating governance guidelines and building a qualified internal and external coach pool.
- Enhance the effectiveness and reach of the mentoring program at Titan through process improvements and increased engagement.
- Build mentor capability and establish a robust feedback mechanism to ensure continuous development and impact measurement.
Assessment Suites
- Support the development and curation of assessment tools (e.g., psychometric tests, simulations, 360-degree feedback, case-based evaluations) aligned with talent and business needs.
Vendor Partner Management
- Identify suitable leadership consultants based on expertise and organizational needs.
- Manage Vendor partner relationships to ensure seamless program execution.
- Review consultant performance and recommend actions.
Work Experience
Education- MBA in HR preferably from a premier college
Relevant Experience: 4 - 7 years of experience in leadership development/talent management preferably in Consumer facing industries.
Experience of designing & deploying leadership/talent development interventions and partnering with external partners and institutions.
Behavioral Skills:
- Is business savvy
- Shapes stakeholder preferences
- Nurtures relationships
- Ability to influence to create impact
- Hold self and others accountable
- Is innately curious
Knowledge:
- Knowledge of leadership development frameworks.
- Knowledge of capability gap identification methodologies (e.g. AC/DC, MSF, performance-potential matrix etc.).
- Knowledge of leadership competency modelling & capability building approaches (coaching, mentoring, Exec. training etc.).
- Knowledge of psychometric tools.
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