Head of Talent Management

Overview

Role Summary

Performance Management

• Lead the design, implementation, and continuous improvement of the company's performance management framework.
• Ensure alignment between individual objectives, departmental goals, and business strategy.
• Drive annual goal-setting, mid-year reviews, and year-end appraisal cycles.
• Coach managers on effective performance conversations and performance calibration.
• Facilitate talent and performance review sessions across all business units.
• Monitor performance rating distributions and identify organizational trends.
• Develop performance improvement frameworks and support underperformance management.

Succession Planning And Talent Reviews

• Design and manage the company's succession planning framework.
• Identify critical roles and business-critical positions across operations and corporate functions.
• Facilitate annual talent review discussions with leadership teams.
• Assess succession readiness and bench strength across the organization.
• Build development plans for successors and emerging leaders.
• Maintain succession pipelines for executive, management, and key operational positions.
• Provide regular reporting on succession risks and talent gaps.

High Potential (Hipo) Programs

• Design and manage the company's High Potential Employee Program.
• Establish objective criteria for HiPo identification and assessment.
• Develop accelerated development journeys for future leaders.
• Design learning interventions, mentoring, coaching, stretch assignments, and cross-functional projects.
• Measure program effectiveness and leadership readiness outcomes.
• Partner with Learning & Development to ensure development plans are executed
• effectively.

Competency Frameworks

• Develop and maintain company-wide competency frameworks.
• Define leadership, managerial, functional, and behavioral competencies.
• Ensure competencies are embedded within recruitment, performance management, learning, and succession processes.
• Conduct periodic reviews to ensure competencies remain aligned with business strategy.
• Train leaders and HR teams on competency-based assessment methodologies.

Job Evaluation & Organizational Effectiveness

• Lead job evaluation and grading processes across the organization.
• Maintain role architecture, grading structures, and career frameworks.
• Conduct job analysis and role assessments.
• Ensure internal equity and consistency across functions and brands.
• Support organization design and restructuring initiatives.
• Participate in workforce planning and manpower optimization exercises.
• Provide recommendations on organizational effectiveness and productivity improvements.

Employee Relations & Grievance Management

• Develop and maintain grievance handling policies and procedures.
• Lead investigations related to employee complaints, workplace concerns, and conduct issues.
• Ensure fair, objective, and timely resolution of grievances.
• Partner with Legal, HR Business Partners, and business leaders on sensitive employee relations matters.
• Analyze employee relations trends and recommend preventive actions.
• Promote a positive and respectful workplace culture.

Employee Engagement & Recognition

• Lead the design and execution of employee engagement initiatives.
• Analyze engagement survey results and drive action planning.
• Develop initiatives to improve employee experience and retention.
• Manage company-wide recognition and appreciation programs.
• Lead employee appreciation events including but not limited to:

• Leadership Recognition Events

• Culture and Values Awards
• Measure employee engagement effectiveness through KPIs and surveys.

Leadership Development

• Identify leadership capability gaps across the organization.
• Design leadership development frameworks for store managers, restaurant
• managers, area managers, and corporate leaders.
• Facilitate assessment centers and leadership evaluations.
• Partner with Learning & Development on management and leadership curricula.
• Support executive talent development initiatives.

Talent Analytics & Reporting

• Develop and monitor key talent metrics including:

• Employee Engagement Scores

• Grievance Trends
• Voluntary Turnover

• Career Progression Metrics

Governance & Policy Development

• Develop policies related to talent management and organizational development.
• Ensure consistency and fairness in talent-related processes.
• Maintain compliance with labor regulations and company standards.
• Establish governance frameworks for talent reviews and succession planning.

Education

• Bachelor's Degree in Human Resources, Psychology, Business Administration, Organizational Development, or related field.
• Master's Degree is preferred.
• Professional certifications such as CIPD, SHRM, HRCI, Korn Ferry, Mercer, or Hay
• Methodology certifications are advantageous.

Experience

• 7–10 years of progressive HR experience.
• Minimum 3 years in Talent Management, Organizational Development, or HR
• Business Partnering roles.
• Experience in retail, hospitality, F&B, QSR, or multi-site operations is highly
• preferred.
• Proven experience in succession planning, performance management,
• competency frameworks, and leadership development.
• Experience supporting organizations with 2,000+ employees is preferred.