Senior Executive- Talent Management

Role Summary

The Senior Executive Talent Management will drive talent development initiatives, manage high-potential programs, support succession planning, and lead core talent processes to build a future-ready workforce. The role requires strong stakeholder engagement, program management capability, data analysis, and the ability to execute talent strategies aligned with business priorities.

Key Responsibilities

1. Performance Management

• Support the end-to-end Performance Management cycle.
• Drive calibration discussions and ensure process compliance across business units.

2. Employee Engagement & Experience

• Execute engagement initiatives, surveys, and culture-building programs.
• Analyse engagement data and drive action plans to enhance employee experience.
• Manage recognition programs and communication of talent initiatives.

3. Talent Analytics & Reporting

• Present monthly/quarterly dashboards and insights to HR and business leaders.
• Use data-driven insights to recommend improvements in talent processes.

4. Program & Project Management

• Lead HR strategic initiatives (leadership academies, culture programs, digital tools).
• Ensure high-quality execution, stakeholder alignment, and on-time delivery.

5. One-on-One Pulse Connects (Employee Listening)

• Conduct structured 1:1 Pulse Connects to identify concerns, motivations, and engagement drivers.
• Maintain confidential themes & risk indicators; ensure trust and privacy.
• Convert insights into targeted actions—manager coaching, team interventions, policy updates.
• Track action closure to strengthen employee experience and psychological safety.

6. Skip-Level Engagement & Leadership Connects

• Facilitate skip-level meetings between employees and senior leaders.
• Prepare leaders with themes and relevant employee insights.
• Capture and track action points; identify manager effectiveness gaps.
• Drive follow-up sessions to enhance leadership visibility and trust.

7. Retention & Attrition Management

• Analyse voluntary attrition data to identify trends and early warning signals.
• Conduct retention interviews, stay interviews, and pulse checks for risk talent.
• Create retention playbooks—career paths, development plans, manager interventions, recognition levers.
• Partner with HRBPs for targeted retention strategies for HiPos and critical roles.
• Build attrition dashboards and present insights to business leadership.

Skills & Competencies

• Strong interpersonal skills and high empathy
• Excellent listening and facilitation abilities
• Stakeholder and senior leader management
• Analytical and problem-solving skills
• Strong knowledge of Talent Management, PMS, L&D frameworks
• Proficiency in Excel, PowerPoint, and HR systems
• High professionalism and ability to handle sensitive information

Qualifications & Experience

• MBA/PGDM in HR or related field
• 2-6 years of experience in Talent Management, HR Generalist or HR COE roles
• Exposure to performance management, HiPo programs, retention, and employee listening preferred