Website:
pageind.com
Job details:
Job Purpose : Build and govern an integrated talent supply and internal talent pipeline ecosystem that ensures the organization has the right talent, for the right roles, at the right time.
Talent Acquisition Strategy
- Develop and continuously improve Talent Acquisition philosophy, policies, frameworks, operating guidelines and process standards.
- Design and govern recruitment processes covering workforce planning, sourcing, assessment, selection, offer management, onboarding and internal mobility.
- Build strategic partnerships with B-Schools, Search firms and other allied partners with end objective of fulfilling talent availability goals for the Organization
Talent Management Architecture
- Own frameworks for Hi-Potential identification, talent reviews, succession planning, critical-role coverage and govern execution
- Design assessments, calibration, readiness and development planning mechanisms for key talent pools.
- Ensure talent review outcomes convert into specific movement, development and retention actions.
Talent Mobility and Leadership Pipeline
- Evangelize process and policy to promote internal career mobility
- Build pipelines for critical roles with internal career development programs, succession planning initiatives and graduate programs (including interns management trainees)
Performance Management
- Govern end-to-end performance management processes, including goal setting, reviews, calibration and annual appraisal cycles
- Drive performance excellence through robust goal quality standards, review discipline and effective performance conversations.
- Build manager capability in goal setting, feedback delivery, coaching and appraisal discussions to enhance performance culture
Organization Design (OD)
- Lead organization design initiatives including role architecture, role banding, grade alignment and job description governance
- Conduct organizational structure diagnostics covering spans, layers, role duplication, critical roles and design effectiveness.
- Develop and maintain organization frameworks, competencies and role attributes to support workforce effectiveness.
- Partner with HRBPs, business leaders, Rewards and HRIS teams to implement organization structure and role design changes
Desired profile
- 10-15 years of post-MBA experience
- Experience in Talent, L&D, OD or related People Function domain
- Demonstrated ability to design and execute enterprise processes with measurable outcomes.
- Ability to partner with senior stakeholders, HRBPs and cross-functional teams
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