Job Requirements | **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.