Assistant Manager - Talent Management

Job Purpose -

This role plays a key part in driving people development, performance culture, talent sustainability, recognition practices, and inclusion initiatives. The incumbent will work closely with HR leadership, HRBPs, and business stakeholders to design, execute, and continuously improve L&D programs, PMS cycles, Talent Management frameworks, R&R initiatives, and DEI interventions, ensuring strong alignment with business objectives and organizational values.

Job Responsibilities:-

1. Learning & Development (L&D)

• Support the design and execution of the annual L&D roadmap and training calendar aligned with business and capability needs.
• Conduct Training Needs Analysis (TNA) using PMS data, competency frameworks, and stakeholder inputs.
• Coordinate and deliver functional, behavioural, and leadership development programs through blended learning formats (classroom, virtual, e-learning).
• Manage external training partners, facilitators, and vendors; ensure program quality and cost efficiency.
• Administer the Learning Management System (LMS), including program scheduling, participation tracking, reporting, and content governance.
• Measure learning effectiveness using feedback scores, assessments, and ROI frameworks, and share insights with HR leadership.

2. Performance Management System (PMS)

• Execute the end-to-end PMS cycle, including goal setting, mid-year reviews, annual appraisals, and closure.
• Provide PMS process support to managers and employees, including communication, training, and troubleshooting.
• Coordinate calibration discussions and ensure consistency and fairness in performance ratings.
• Prepare PMS analytics and dashboards to identify performance trends and development needs.
• Ensure PMS documentation, compliance, and audit readiness.

3. Talent Management

• Support Talent Management initiatives, including competency mapping, career paths, and succession planning.
• Coordinate Hi-Potential (HiPo) identification and talent review processes.
• Facilitate creation and tracking of Individual Development Plans (IDPs).
• Partner with HRBPs and business leaders to enable internal mobility and career development initiatives.
• Analyze talent data to identify capability gaps, readiness risks, and bench strength.

4. Rewards & Recognition (R&R)

• Support the design, administration, and governance of Rewards & Recognition programs.
• Execute spot awards, quarterly/annual recognition programs, and peer recognition initiatives.
• Ensure transparent, timely, and fair execution of recognition processes.
• Track participation levels, effectiveness, and impact of R&R initiatives.
• Drive communication and awareness of R&R programs across the organization.

5. Diversity, Equity & Inclusion (DEI)

• Support execution of the organization’s DEI strategy and initiatives.
• Coordinate DEI sensitization and awareness programs, including inclusive leadership and unconscious bias.
• Partner with Talent Acquisition and HR teams to support diverse hiring and inclusive practices.
• Track and report DEI metrics such as representation, participation, and inclusion indicators.
• Support engagement initiatives and campaigns that foster an inclusive and respectful workplace culture.

Preferred Candidate Profile

• Candidate with full time Master's degree in Human Resource with 6-10 years of experience into Learning & Development, Performance Management, Talent Management, Rewards & Recognition & DEI Initiatives in multi-location, project-based, or matrix organizations will be preferred. Exposure to infrastructure, EPC, utilities, manufacturing, or similar sectors will be an advantage.