Manager - Talent Management
Role Overview
The incumbent will be part of Zeta’s talent management CoE. The individual will be expected to contribute towards building the overall talent strategy at Zeta and ensuring its translation into meaningful programs and initiatives that shape the employee experience. A key focus of the role is to work on initiatives across talent planning, career development, performance management, competency creation and engagement with the People Success team to create a culture focused on unparalleled learning and career growth.
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Our Culture and Values
We are an engineering-first organization that values ownership, bias for action, and long-term thinking. Together, we solve some of the hardest problems in banking tech. Our culture is built around trust, collaboration, and creating the conditions for you to drive impact proportionate to your potential. Reinforcing our commitment to creating an inclusive and supportive workplace, we have been consistently recognized as a Great Place to Work.
If you want to build cutting-edge banking tech that enables banks to serve millions reliably, securely, and at a population scale, Zeta is your playground.
Learn More About Zeta
If you would like to learn more about how we have grown and evolved over the years, watch our journey here. You can also explore our website and follow us on LinkedIn, Instagram, YouTube, and X.
About the Role
The incumbent will be part of Zeta’s talent management CoE. The individual will be expected to contribute towards building the overall talent strategy at Zeta and ensuring its translation into meaningful programs and initiatives that shape the employee experience. A key focus of the role is to work on initiatives across talent planning, career development, performance management, competency creation and engagement with the People Success team to create a culture focused on unparalleled learning and career growth.
Responsibilities
- Design job families, levels, career ladders and levelling criteria.
- Build functional and leadership competency frameworks with behavioural indicators for each level.
- Redesign the architecture when roles or structures change.
- Design and run the full performance cycle: goals (OKRs or KPIs), check-ins, reviews and calibration.
- Link performance outcomes to promotions, rewards and development.
- Design and run regular talent reviews that assess employees on both performance and potential.
- Identify high-potential employees, critical talent and retention risks across the organisation.
- Identify critical roles and build succession plans for them, with successors mapped by how ready they are.
- Design development plans for successors and high-potential employees.
- Track pipeline health through bench strength, successor readiness and internal fill rates.
- Assess the impact of restructures on roles, levels and career paths.
- Design and run the people side of each transition.
- Build the talent strategy and the annual talent calendar.
- Track talent metrics: performance distribution, internal mobility, bench strength and regretted attrition.
Skills
- Strong analytical and data interpretation skills.
- Proficiency in HRIS platforms such as Darwinbox, Workday, or SuccessFactors.
- Strong understanding of talent management and organisational development practices.
Experience & Qualification
MBA in Human Resources or a related field.
6–8 years of experience in Talent Management or Organisational Development, preferably in a Consulting, Technology, or Fintech organisation.
Hands-on experience in designing career architecture, competency frameworks, and performance management systems.
Experience in talent reviews, succession planning, and organisational change.
Equal Opportunity
Zeta is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We encourage applicants from all backgrounds, cultures, and communities to apply and believe that a diverse workforce is key to our success
About Zeta
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