The Manager - Talent Management & Employer Branding will be responsible for designing, implementing, and continuously improving talent and performance management frameworks across the organization. The role will drive organizational capability by managing performance management processes, succession planning, leadership pipelines, talent development initiatives, and employer branding programs. The incumbent will also lead corporate office talent acquisition and build strong relationships with educational institutions to create a sustainable talent pipeline.
Performance Management
- Lead the end-to-end Performance Management System (PMS) cycle, including:
- Goal setting and alignment
- Mid-year reviews
- Year-end performance reviews
- Individual Development Plans (IDPs)
- Conduct goal quality audits to ensure alignment with organizational objectives.
- Develop and deliver awareness and training sessions on PMS processes and best practices.
- Facilitate performance appraisal exercises and rating calibration discussions.
- Ensure consistency, fairness, and transparency in performance evaluations.
- Manage Performance Improvement Plan (PIP) processes and support managers in addressing performance gaps.
- Analyze performance data and generate reports, insights, and recommendations for leadership.
- Coordinate annual salary review processes linked to performance outcomes.
Talent Management & Succession Planning
- Develop and implement talent management strategies aligned with business objectives.
- Lead critical role identification and talent risk assessments across the organization.
- Design and facilitate succession planning processes for key and leadership positions.
- Manage High Potential (HiPo) talent identification, assessment, and development programs.
- Conduct talent mapping exercises using the 9-Box Talent Matrix.
- Organize and facilitate Talent Council discussions and talent review meetings.
- Develop talent development interventions based on organizational talent needs.
- Drive linked learning initiatives by connecting development programs to identified competency and performance gaps.
- Monitor organizational talent health and succession readiness metrics.
Learning & Development Integration
- Partner with business leaders to identify capability-building requirements.
- Translate performance and talent review outcomes into learning and development initiatives.
- Support leadership development and career progression programs.
- Monitor development plans and evaluate learning effectiveness.
Talent Acquisition (Corporate Office)
- Lead recruitment activities for corporate and critical positions.
- Partner with hiring managers to understand workforce requirements and develop sourcing strategies.
- Manage the end-to-end hiring process from requisition to onboarding.
- Build talent pipelines for strategic and future workforce needs.
- Ensure a positive candidate experience throughout the recruitment journey.
Employer Branding
- Develop and execute employer branding strategies to strengthen the organization's reputation as an employer of choice.
- Establish and maintain relationships with universities, colleges, academic institutions, faculties, and student communities.
- Develop internship, management trainee, and campus recruitment programs.
- Organize and participate in:
- Career fairs
- Campus recruitment events
- Career talks
- Workshops and seminars
- Industry-academia collaboration programs
- Create initiatives to attract emerging talent and build long-term talent pipelines.
- Manage employer branding campaigns through digital and offline channels.
- Collaborate with marketing and communication teams to promote the employer value proposition (EVP).
CSR & Community Engagement
- Support CSR initiatives focused on education, employability, youth development, and community engagement.
- Develop partnerships with educational institutions and community organizations.
- Organize CSR activities that enhance both social impact and employer brand visibility.
