General Manager – Talent Management

About the job

Role Purpose The General Manager – Talent Management will be responsible for designing, building, and institutionalizing end-to-end Talent Management (TM) processes from the ground up for a large, complex organization. The role will focus on high-potential identification, leadership pipeline development, succession planning (up to Manager level), competency framework design, and deployment of robust assessment methodologies, supported by strong digital HR systems and talent analytics. This is a hands-on, build-and-scale role, requiring deep expertise in translating TM philosophy into practical, business-ready frameworks. Key Responsibilities 1. Talent Management Architecture • Design and implement a comprehensive enterprise Talent Management framework, covering: o High-Potential (Hi-Po) identification o Talent reviews and calibration processes o Leadership pipeline and readiness assessment • Own the end-to-end talent lifecycle, from assessment and identification through development and role readiness. 2. High-Potential Identification & Talent Reviews • Define and institutionalize Hi-Po philosophy, criteria, and governance. • Lead structured talent assessments, calibration discussions, and 9-box evaluations. • Facilitate leadership talent review forums with senior stakeholders. • Ensure objectivity, consistency, and data-driven decision-making across talent outcomes. 3. Succession Planning (Up to Manager Level) • Build and deploy succession planning frameworks for critical roles up to Manager level. • Assess readiness levels, identify risk areas, and define targeted development actions. • Track succession health using dashboards and analytics. • Enable cross-functional exposure and leadership rotations to build breadth and bench strength. 4. Leadership Development & Learning Pathways • Design role-based leadership and development pathways aligned to future business needs. • Strengthen and evolve existing leadership development initiatives, ensuring they are practical, business-ready, and outcome-oriented. • Partner with Learning & Development teams to translate assessment insights into Individual Development Plans (IDPs). • Enable faster and more effective deployment of internal talent into critical roles. 5. Competency Framework Design • Design and institutionalize a role-based and level-based competency framework, where required. • Define behavioral, leadership, and functional competencies aligned to organizational context. • Anchor assessments, development planning, and succession mapping to the competency model. 6. Assessments & Certification • Design and deploy validated assessment centers and psychometric tools. • Mandatory expertise in certified assessment tools and assessment center design and execution. • Build internal capability for assessment facilitation, interpretation, and feedback. • Ensure assessment practices are scientifically credible and consistently applied. 7. Digital HR & Talent Analytics • Drive strong ownership of digital talent systems and analytics. • Build and manage dashboards (Power BI or similar tools) tracking: o Talent health o Hi-Po pipelines o Succession readiness o Leadership development impact • Partner with HRIS teams to optimize use of HRMS platforms. • Enable data-led talent decisions across the organization. 8. Stakeholder Management • Work closely with business leaders, HR leadership, L&D teams, HR analytics, and HRIS teams. • Influence senior stakeholders through structured frameworks, insights, and data-backed recommendations.

Requirements

• High-Potential identification
• Talent reviews
• Succession planning
• Competency framework design
• Leadership development pathways
• HR analytics

Qualifications

• Bachelor’s degree

Preferred Technologies

• High-Potential identification
• Talent reviews
• Succession planning
• Competency framework design
• Leadership development pathways
• HR analytics