AGM/DGM Talent Management & OD

James Douglas; Mumbai; On-site; INR 4,000,000 - 6,500,000; Full time

Job summary

James Douglas in Mumbai seeks a seasoned AGM/ DGM for Talent Management & OD to lead enterprise-wide talent processes and strengthen organizational effectiveness through structured interventions.

You will partner with HRBPs and leaders to ensure performance, succession, and leadership development are delivered with rigor and data-driven insights. This role emphasizes execution, governance, and strategic impact across the organization.

Qualifications

• 12+ years of experience in Talent Management & OD/HR COE roles.
• Strong execution orientation and ability to manage multiple processes.
• Excellent stakeholder engagement and influencing capability.
• Comfort with data, reporting, and deriving insights.
• Adaptability in dynamic, matrixed environments.

Responsibilities

• Drive the design, execution, and continuous improvement of enterprise-wide talent processes.
• Partner with HRBPs and business leaders to deliver performance management, talent reviews, succession planning, and leadership development initiatives.
• Anchor the organisation's performance processes, ensuring clarity in goal setting and evaluation standards.
• Facilitate talent reviews & succession planning with depth and objectivity.
• Enable leadership development and track effectiveness through metrics and insights.

Skills

Talent Management

Organizational Development

Stakeholder Management

Data Analytics

Change Management

Job description

Role : AGM/ DGM- Talent Management & OD

This incumbent will be responsible for driving the design, execution, and continuous improvement of enterprise-wide talent processes, while strengthening organizational effectiveness through structured OD interventions.

This incumbent will be responsible for driving the design, execution, and continuous improvement of enterprise-wide talent processes, while strengthening organizational effectiveness through structured OD interventions. This role partners closely with HRBPs and business leaders to ensure effective delivery of performance management, talent reviews, succession planning, and leadership development initiatives, with a strong focus on execution rigor and data-driven insights.

Core Accountabilities

Driving Talent Lifecycle Execution

• Orchestrate the annual talent cycle by managing timelines, workflows, and stakeholder alignment.
• Enable structured talent identification and assessment discussions, ensuring consistency across teams.
• Monitor closure of key talent actions and maintain discipline in documentation and tracking.

Organizational Development & Effectiveness

• Support OD initiatives such as organization design, role clarity, and team effectiveness.
• Contribute to initiatives focused on culture building, employee engagement, and change management.
• Diagnose organizational challenges using data and stakeholder inputs, and recommend targeted interventions.
• Enable leaders in driving transformation initiatives and embedding new ways of working.

Managing Performance Frameworks

• Anchor the organization's performance processes, ensuring clarity in goal setting and evaluation standards.
• Work alongside senior HR leadership to roll out and sustain the performance cycle.
• Strengthen governance by ensuring adherence to guidelines and timely completion of reviews.

Facilitating Talent Reviews & Succession Planning

• Support leadership teams in conducting periodic talent discussions with a focus on depth and objectivity.
• Maintain visibility on critical roles and succession pipelines, including readiness and risk indicators.
• Develop structured talent summaries and insights to inform leadership decisions.

Enabling Leadership Development

• Contribute to the design and rollout of development interventions for emerging and senior leaders.
• Coordinate program delivery across internal stakeholders and external partners.
• Track effectiveness through feedback, participation metrics, and impact indicators.

Leveraging Talent Insights

• Generate and interpret data on performance, potential, and leadership pipelines.
• Translate analytics into actionable insights for HR and business leaders.
• Ensure accuracy and consistency of talent data across systems and reports.

Supporting Business & HR Stakeholders

• Partner with HRBPs to strengthen the quality of talent and performance conversations.
• Act as a go-to resource for guidance on talent processes and frameworks.
• Contribute to communication and change initiatives linked to talent priorities.

Candidate Profile:

• 12+ years of experience in Talent Management & OD / HR COE roles with strong execution orientation
• Ability to manage multiple processes simultaneously with high attention to detail
• Strong stakeholder engagement and influencing capability
• Comfort with data, reporting, and deriving insights
• Adaptability in dynamic, matrixed environments