About this role
Work Experience
| **Job Title** | Head of Talent Management |
| **Department** | Human Resources
| **Reports To** | Chief Human Resources Officer (CHRO) / VP of HR |
| **Experience Level** | 10+ Years of progressive HR & Talent Architecture experience |
| **Role Type** | Full-Time / Strategic Leadership |
Role Overview
The Head / Director of Talent Management will architect, scale, and execute the global talent strategy to support the organization's long-term business objectives and Annual Operating Plan (AOP). This role is entirely strategic, focusing on shifting the organization from operational HR execution to a high-impact leadership architecture.
As a trusted advisor to the C-suite, you will own the entire lifecycle of talent optimization—spanning strategic workforce planning, succession management, performance architecture, culture transformation, and data-driven people analytics.
Key Responsibilities
1. Strategic Workforce Planning & Business Alignment
* **Talent Strategy Architecture:** Design and deploy comprehensive, scalable talent management frameworks that directly align with the company’s growth targets and strategic vision.
* **C-Suite Advisory:** Partner closely with executive business leaders to diagnose capability gaps, forecast future capability requirements, and build proactive talent pipelines.
* **Change Management Leadership:** Lead organizational design and change management initiatives during periods of restructuring, scaling, or cultural transformation, ensuring minimal disruption to top-tier talent.
2. Succession Planning & Leadership Architecture
* **Future-Proofing Leadership:** Build and maintain robust succession planning frameworks for business-critical and executive-level roles, actively mitigating leadership vacancy risks.
* **High-Potential (HiPo) Programs:** Calibrate and execute data-backed frameworks (e.g., 9-Box Grid matrix) to identify high-potential talent, designing accelerated career paths and executive coaching tracks for them.
* **Internal Talent Mobility:** Oversee the development of internal talent marketplaces to promote cross-functional mobility, maximize internal skill utilization, and increase retention.
3. Performance Architecture & Culture Evolution
* **Agile Performance Frameworks:** Modernize the enterprise performance management system, shifting from rigid annualized reviews to agile goal-setting (OKRs), continuous feedback mechanisms, and impact-driven evaluations.
* **Employee Value Proposition (EVP) & Engagement:** Continuous evolution of the organization's internal EVP to drive engagement, enhance employee sentiment, and sustain an inclusive, high-performance culture.
* **Targeted Retention Strategies:** Analyze predictive flight-risk data to craft targeted engagement interventions, successfully reducing unwanted attrition among critical talents and high performers.
4. HR Technology & People Analytics
* **Data-Driven Decisions:** Establish and track core talent metrics—such as quality of hire, promotion velocity, internal mobility index, and leadership pipeline depth—to present regular ROI insights to the board.
* **Tech Stack Optimization:** Champion the optimization and integration of modern Talent Management Systems (TMS), robust enterprise Applicant Tracking Systems (ATS), and digital learning/experience platforms (LXP) to automate workflows and elevate the employee lifecycle.
Required Qualifications & Skills
* **Experience:** A minimum of 10 years of progressive experience in Talent Management, Organization Development (OD), or HR leadership, ideally within scaling or enterprise-level organizations.
* **Education:** Master’s degree in Human Resources, Organizational Psychology, Business Administration (MBA), or a closely related field. Advanced certifications (e.g., SHRM-SCP, SPHR, or Prosci Change Management) are highly desirable.
* **Strategic Vision:** Proven track record of designing talent strategies that directly move business needles, supported by a strong understanding of commercial business drivers.
* **Influence & Stakeholder Management:** Exceptional communication skills with a demonstrated ability to influence, coach, and challenge C-suite executives and diverse leadership teams.
* **Analytical Rigor:** Strong comfort level with data analysis, workforce metrics, and leveraging modern HR technology suites to drive talent strategies.
Benefits
Office Perks
• Office cab/shuttle
• Cafeteria
• Office gym
Professional Support & Learning
• Job and soft‑skill training
• Professional degree assistance
• Sponsorship for education
• Rewards and recognition
• Course reimbursements
Financial Benefits
• Mobile bill reimbursements
• Performance bonus
• Relocation assistance
• Car lease
• Loyalty discount
• Employee referral program
Health & Insurance
• Health insurance
• Life insurance
Leave Entitlements
• Annual leave
• Maternity leave
Please note - Some benefits are grade specific and may not be applicable to your grade.