Job Description

Talent Management & Succession Planning

• Develop and institutionalize the Talent Management framework across manufacturing functions.
• Identify critical roles and establish succession pipelines.
• Drive annual talent review and talent council processes.
• Build readiness plans for N-1, N-2, and critical talent pools.
• Assess talent risks and succession coverage across business units.
• Establish talent dashboards and readiness metrics.
• Monitor bench strength and leadership continuity for key roles.

Leadership Development

• Design structured leadership development journeys for different leadership levels.
• Build manufacturing leadership capability in:
• Safety Leadership
• Lean Manufacturing
• Operational Excellence
• Strategic Thinking
• People Leadership
• Financial Acumen
• Digital Manufacturing
• Change Management
• Launch Hi-Potential (HiPo) development programs.
• Facilitate executive coaching and mentoring initiatives.
• Enable cross-functional and cross-business exposure assignments.

Learning & Development Strategy

• Develop annual manufacturing L&D strategy aligned to business priorities.
• Build technical, functional and behavioral capability frameworks.
• Create learning architecture for:
• Shopfloor workforce
• Engineers
• Supervisors
• Managers
• Functional Leaders
• Manufacturing Leadership Team
• Establish competency-based learning pathways.
• Drive digital learning and blended learning interventions.
• Improve training effectiveness and business impact measurement.

Workforce Capability Building

• Develop future skills framework aligned to manufacturing automation and Industry 4.0.
• Conduct organizational capability assessments.
• Drive skill-matrix deployment across manufacturing functions.
• Identify critical capability gaps and build intervention plans.
• Support multi-skilling and cross-skilling initiatives.
• Establish certification programs and technical academies.

Performance & Potential Assessment

• Lead talent assessment and calibration processes.
• Build mechanisms for evaluating leadership potential.
• Partner with business leaders to identify future leaders.
• Drive assessment center and development center initiatives.
• Integrate performance, potential, and succession data.

Organizational Development

• Support organization design initiatives.
• Drive employee engagement capability programs.
• Enable culture transformation and change management projects.
• Lead interventions related to leadership effectiveness.
• Create frameworks for internal mobility and career progression.

Learning Governance & Analytics

• Manage L&D budget and vendor ecosystem.
• Build learning dashboards and analytics.
• Measure training ROI and effectiveness.
• Track succession readiness and talent pipeline health.
• Present insights to HR Leadership and Business Leadership teams.
• Ensure compliance with statutory and internal learning requirements.

Educational Qualification

MBA / PGDM in HR from a reputed institute.

Certification in Talent Management, OD, Coaching, Psychometric Assessment or Leadership Development preferred.

Experience

10–15 years of HR experience.

Minimum 5–8 years in Talent Management, Leadership Development, OD or L&D.