Talent Management Manager

2 days ago

Coimbatore, Tamil Nadu, India Rabwin Industries Private Lmit Full time ₹ 12,00,000 - ₹ 36,00,000 per year

Role & responsibilities

1. Talent Strategy & Planning

  • Design and Strategy: Develop and implement comprehensive talent management strategies, programs, and policies that align with the organizations overall business objectives and values.
  • Workforce Planning: Partner with business leaders and HR Business Partners (HRBPs) to conduct skills gap analyses and forecast future talent needs.
  • Integration: Ensure talent programs are integrated across the entire employee lifecycle, from onboarding to succession.

2. Performance Management

  • Cycle Management: Oversee the annual and ongoing performance management process, including goal setting, performance reviews, and calibration.
  • Tooling & Training: Manage and optimize the performance management system (e.g., HRIS module) and provide coaching/training to managers and employees on effective performance practices.
  • Feedback Culture: Drive a continuous performance and feedback culture within the organization.

3. Learning & Development (L&D)

  • Program Design: Design, develop, and deliver effective L&D programs (e.g., leadership development, core skills training, career pathing) based on organizational needs and individual development plans (IDPs).
  • High-Potential (HiPo) Programs: Identify and manage programs for high-potential employees to prepare them for leadership and critical roles.
  • Training Delivery: Manage the Learning Management System (LMS) and coordinate with internal Subject Matter Experts (SMEs) or external vendors for program delivery.

4. Succession Planning & Internal Mobility

  • Succession Process: Lead the succession planning process for key roles and critical positions to ensure business continuity.
  • Talent Review: Facilitate regular Talent Review meetings with senior leadership to assess talent pools, discuss readiness, and plan development actions.
  • Mobility: Promote and manage internal mobility and career pathing frameworks to encourage employee growth and retention.

5. Employee Engagement & Retention

  • Engagement: Develop and implement strategies and programs to boost employee engagement, satisfaction, and well-being.
  • Surveys & Action Planning: Oversee the administration of employee engagement surveys, analyze results, and partner with leaders to create effective action plans.
  • Retention: Analyze turnover data to identify key drivers and implement targeted retention strategies.

Preferred candidate profile

  • Data Analysis: Strong analytical skills with the ability to use HR metrics (e.g., turnover, training ROI, engagement scores) to drive data-informed decisions and present insights to leadership.
  • Communication & Influence: Exceptional written, verbal, and presentation skills, with the ability to influence stakeholders at all organizational levels.
  • Technical Proficiency: Proficiency with HR Information Systems (HRIS) and specific Talent Management modules (e.g., performance, learning, succession).

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