Talent Management Senior Manager

Job Purpose

1. Talent Strategy & Workforce Planning

• Develop and implement the talent management framework aligned with business objectives.
• Partner with business leaders and HRBPs to identify current and future capability needs.
• Identify critical roles, skills gaps, and talent risks across the organization.

2. Succession Planning & Talent Pipeline

• Lead succession planning for critical and leadership roles.
• Identify high-potential employees and build structured development plans.
• Build internal talent pools to support business continuity and future growth.

3. Performance Management

• Manage and improve the performance management cycle, including goal setting, reviews, and calibration.
• Ensure performance outcomes are linked to development, career growth, and succession planning.
• Coach leaders on effective performance conversations and fair evaluation practices.

4. Learning, Development & Career Growth

• Identify development needs and support leadership and talent development programs.
• Work with L&D to implement career pathways, mentoring, coaching, and capability-building initiatives.
• Monitor development plan progress and evaluate program effectiveness.

5. Employee Engagement & Retention

• Develop retention initiatives for high-performing and high-potential employees.
• Analyze engagement, turnover, performance, and mobility data to identify risks.
• Recommend retention actions in partnership with HRBPs and business leaders.

6. Talent Review & Assessment

• Manage talent assessment tools, competency frameworks, 9-box grid reviews, and potential assessments.
• Ensure talent identification is fair, consistent, and evidence-based.
• Use performance, potential, capability, experience, and business impact to support talent decisions.

7. Governance & Reporting

• Lead HR projects related to talent, performance, leadership development, and succession planning.
• Ensure talent policies, processes, and tools are documented and communicated.
• Prepare executive reports on talent health, succession readiness, development progress, and retention risks.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Master’s degree or professional certification is preferred.
• CIPD, SHRM, HRCI, or Talent Management certification is an advantage.

Experience

• 7–9 years of experience in HR, talent management, organizational development, performance management, or learning and development.
• Experience leading succession planning, performance management, talent reviews, and leadership development initiatives.
• Experience partnering with senior leaders and managing HR projects.