Manager II, Talent Development

Key Responsibilities

• Critical and Senior Level Hiring
• Lead end‑to‑end hiring for critical, niche, and senior leadership roles assigned to region.
• Partner with Segment/Division or Functional Leadership in role scoping and finalization of approach including alignment on expectations with timelines.
• Deploy hiring strategy in line with the WHO methodology of hiring “A” players.
• Drive strategies to build Talent from within the region and contribute to improvement in Internal Fill rate (IFR) which is Core Value Driver for Regal Rexnord.
• Conduct regular market mapping including partnership with executive search firms to support proactive sourcing.
• Present talent insights and hiring analytics to Site Leaders and India Leadership Team for effective hiring decisions.
• Leadership Development and Capability Building
• Partner with site teams and design and deliver flagship leadership development programs for emerging talent, people managers and senior leaders.
• For people managers and senior leaders in scope, conduct leadership needs assessments and identify capability gaps using data from performance reviews, leadership competency assessments, talent review inputs. Ensure alignment through VOC sessions.
• Recommend and deploy learning journeys that follow 70:20:10 methodology including assessments, classroom workshops, coaching, action learning, and digital learning.
• Manage relationships with external leadership development partners, executive coaches, and content providers to drive best interventions.
• Build accelerated development programs for high‑potential talent identified in regional talent map, track progress and readiness outcomes.
• Ensure leadership interventions reinforce organizational values and future‑ready competencies.
• Talent Management and Succession Planning
• Drive the regional annual Talent Review process to align on opportunities for talent movement across sites within India and to export talent from India.
• Develop talent dashboards and insights for leadership teams, highlighting risk roles, readiness levels, and development actions.
• Educate Leadership teams on the RRX method of Talent Review and spotting “A” talent.