AM1 - Talent Management

Facilitate talent review discussions and calibration exercises across business functions.

Support the identification and development of high-potential employees.

Maintain succession planning frameworks and critical role pipelines.

Track talent readiness and leadership bench strength metrics.

Manage the end-to-end performance management cycle, including goal setting, mid-year reviews, and annual appraisals.

Analyze performance data and provide insights to leadership.

Ensure consistency and fairness in performance evaluation processes.

Conduct training sessions for managers on performance management best practices.

Identify talent development needs based on business strategy and workforce planning.

Coordinate leadership development programs, coaching initiatives, and assessment centers.

Monitor Individual Development Plans (IDPs) and career progression plans.

Partner with L&D teams to design capability-building interventions.

Develop and update competency frameworks aligned with organizational objectives.

Integrate competencies into recruitment, performance, and career development processes.

Support competency assessments and gap analyses.

Analyze engagement survey results and recommend action plans.

Support retention strategies for critical talent and high performers.

Monitor employee experience initiatives and career development programs.

Generate and analyze talent-related dashboards and reports.

Track KPIs such as attrition, internal mobility, succession coverage, performance distribution, and leadership pipeline health.

Present insights and recommendations to HR leadership and business stakeholders.

Collaborate with HR Business Partners and business leaders to understand talent requirements.

Act as a trusted advisor on talent development and workforce planning initiatives.

Ensure alignment of talent management practices with organizational goals.

Talent Management & Succession Planning

Performance Management Systems

Leadership Development

Organization Development

HR Analytics & Data Interpretation

Stakeholder Management

Project Management

Communication & Presentation Skills

Problem Solving & Strategic Thinking

Change Management

Succession coverage ratio for critical positions

Completion rate of performance management cycle

High-potential talent retention rate

Internal promotion and mobility percentage

Leadership development program effectiveness

Employee engagement improvement metrics

Talent review completion and action closure rates

PHYSICAL DEMANDS: Note: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions as described. Regular eye-hand coordination and manual dexterity is required to operate office equipment. The ability to perform work at a computer terminal for 6-8 hours a day and function in an environment with constant interruptions is required. At times, Team Members are subject to sitting for prolonged periods. Infrequently, Team Member must be able to lift and move material weighing up to 20 lbs. Team Member may experience elevated levels of stress during periods of increased activity and with work entailing multiple deadlines. A job description is only intended as a guideline and is only part of the Team Member’s function. The company has reviewed this job description to ensure that the essential functions and basic duties have been included. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate.