Kumaran Systems
Website:
kumaran.com
Job details:
About Us
Kumaran Systems: Engineering Future-Ready Transformations Since 1992, Kumaran Systems has been helping enterprises bridge the past and the future, reimagining legacy systems and embracing AI-led possibilities. With over 34 years of delivery excellence, we specialise in re-engineering core applications, driving cloud transformation, and building automation-first, GenAI-enabled ecosystems across the Banking and Financial Services, Insurance, Telecom, and Automotive sectors. We help organisations not just upgrade their systems but reimagine what’s possible.
Why Kumaran?
We blend engineering discipline with AI innovation, helping clients modernise with confidence, automate with clarity, and scale with purpose. Our global delivery model ensures agility, responsiveness, and seamless collaboration, with clients always at the heart of every engagement. At Kumaran, we don’t just solve problems, we engineer future-ready transformations.
Role Overview
The Junior Executive – Talent Management will support the design, execution, and monitoring of talent initiatives across the organization. This role works closely with HR Business Partners, Learning & Development, and business leaders to drive employee engagement, performance, and development, ensuring a strong internal talent pipeline.
Key Responsibilities Required Qualifications & Experience Skills & Competencies
- Talent Programs & Initiatives
- Support the implementation of talent management programs (high-potential programs, succession planning, career development frameworks, etc.).
- Coordinate end-to-end activities for talent initiatives, including communication, scheduling, logistics, and feedback collection.
- Assist in tracking and reporting on the effectiveness of talent programs using defined metrics.
- Performance Management
- Support annual and mid-year performance review processes by coordinating timelines, communications, and system entries.
- Assist managers and employees with queries related to performance goals, KPIs, and appraisal tools.
- Consolidate performance data and prepare summary reports/dashboards for HR and leadership review.
- Learning & Development Support
- Coordinate training calendars, nominations, attendance, and feedback for learning interventions.
- Work with L&D to identify training needs from performance discussions and manager inputs.
- Maintain training records and help generate learning effectiveness reports.
- Talent Analytics & Reporting
- Maintain and update talent databases, trackers, and HR systems (e.g., succession plans, talent profiles, IDPs).
- Prepare periodic MIS reports and dashboards on key talent metrics (e.g., bench strength, internal mobility, participation in talent programs).
- Support data analysis for engagement surveys, attrition trends, and development needs.
- Employee Engagement & Career Development
- Assist in planning and executing engagement initiatives, focus group discussions, and feedback sessions.
- Help employees understand career paths, development options, and internal mobility processes.
- Coordinate mentoring/coaching assignments and track participation.
- Stakeholder Management
- Work closely with HR Business Partners and business leaders to support deployment of talent initiatives within their teams.
- Liaise with external vendors/consultants for assessments, training programs, and talent tools as needed.
- Ensure timely communication and high-quality support to all stakeholders.
- Bachelor’s/Master’s degree in Human Resources, Business Administration, or related field.
- 2–3 years of experience in HR, preferably with exposure to talent management, L&D, or performance management.
- Familiarity with HRIS/talent management systems and MS Office (Excel, PowerPoint, Word).
Technical / Functional
- Understanding of core HR and talent management concepts (performance management, succession, competency frameworks, IDPs).
- Strong Excel and reporting skills; ability to handle and interpret HR data.
- Experience in coordinating training and HR processes.
Behavioral
- Strong communication and interpersonal skills.
- High attention to detail and accuracy in documentation and reporting.
- Proactive, organized, and able to manage multiple tasks and deadlines.
- Ability to work collaboratively with cross-functional teams and stakeholders at different levels.
- Customer-service orientation and a positive, solution-focused mindset.
Key Performance Indicators (KPIs)
- Timely and accurate execution of talent and performance processes.
- Quality and reliability of talent reports and dashboards.
- Participation and completion rates for talent and learning initiatives.
- Stakeholder satisfaction (managers, employees, and HR partners).
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