Lead - Internal Talent Strategy

Role Definition:

Drive the organizations internal talent strategy by designing frameworks and initiatives for securing the talent management initiatives of the organization through which a strong talent pipeline can be nurtured and developed.

Key Responsibilities:

- Responsible for the central UJR, TCF, and BCF repository and its timely revisions across all job families to standardize role clarity and competency expectations.

- Partner with HRBPs and business leaders to identify and nurture top talent (Hi-Pot identification) and validate critical roles and readiness levels.

- Integrate competency frameworks into performance, promotion, and development processes and review effectiveness from time to time.

- Design and govern succession planning for critical roles across leadership and niche functions.

- Collaborate with Talent Review forums to assess readiness and identify successors.

- Develop dashboards and analytics to track talent pipeline health, and succession coverage.

- Provide insights to leadership for strategic workforce planning and talent risk mitigation.

- Partner with L&D to design interventions for leadership and functional capability development.

- Promote job rotations, stretch assignments, and mentoring for high-potential employees.

Qualifications:

- Bachelors/Masters degree in HR, Organizational Development, or related field.

- Certifications in Talent Management/Organisation Development (preferred).

Skills & Competencies:

- Strong understanding of talent frameworks (UJR, TCF, BCF) and succession planning.

- Analytical mindset with proficiency in HR analytics tools.

- Ability to influence senior stakeholders and drive change.

- Knowledge of competency modeling and organizational design.

Experience:

- 8 - 12 years in Talent Management with focus on succession planning and talent strategy.

- Proven experience in implementing competency frameworks and talent analytics.