Position Title: Head Talent Management, L&D, and Talent Acquisition
Reporting To: CHRO / Group Head HR
Industry: Manufacturing / Engineering / Industrial Goods
Experience: 15 to 20 years (with strong exposure to manufacturing setups)
Role Objective:
To lead and drive the organization's talent strategy across the employee lifecycle from acquiring top talent to building and developing future-ready leaders through structured talent management and learning programs. This role will anchor leadership development, succession planning, performance management, and employer branding while ensuring timely and quality hiring across business verticals.
Key Responsibilities:
Talent Management:
- Design and execute Talent Management frameworks aligned with business needs.
- Drive talent identification, succession planning, and HiPo (High Potential) employee development.
- Partner with business leaders to define critical roles and build internal talent pipelines.
- Implement robust career progression paths and internal mobility programs.
- Track talent metrics (engagement, attrition, retention of top talent).
Learning & Development (L&D):
- Own the entire learning agenda for white-collar and blue-collar employees.
- Design and implement leadership development programs (first-time managers to senior leadership).
- Collaborate with plant HR teams to run functional, behavioral, and compliance training.
- Introduce digital learning platforms (LMS) and promote a continuous learning culture.
- Evaluate training effectiveness through ROI frameworks and impact analysis.
Talent Acquisition:
- Lead the end-to-end recruitment function across the group (corporate and plants).
- Build employer branding initiatives in partnership with marketing and leadership.
- Optimize the recruitment process through digitization, referral schemes, and assessments.
- Engage with recruitment partners and build a strong sourcing pipeline for niche roles.
- Ensure TAT, cost-per-hire, and quality-of-hire benchmarks are consistently met.
Key Skills & Competencies:
- Strategic HR mindset with strong operational execution.
- Deep understanding of manufacturing/industrial HR dynamics.
- Experience in handling scale and complexity across geographies/plants.
- Proven track record of driving leadership development and succession planning.
- Stakeholder management and ability to influence senior leadership.
- Strong analytical and digital acumen.
Educational Qualification:
- MBA/PGDM in HR from Tier 1/Tier 2 B-school (preferred).
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