AM1 - Talent Management

corrohealth; Dadri; On-site; INR 1,200,000 - 1,600,000; Full time

Job summary

corrohealth in India (Dadri, Uttar Pradesh) invites an Assistant Manager - Talent Management to design and drive talent initiatives across performance management, succession planning, leadership development, and engagement.

You will build competency frameworks, manage IDPs, coordinate leadership programs, partner with L&D, and generate HR analytics dashboards to inform leadership decisions. 5–8 years of TM/OD/HRBP experience required; MBA/PGDM in HR preferred.

Qualifications

• MBA/PGDM in HR, Organizational Development, or related field.
• 5-8 years of experience in Talent Management, Organizational Development, Learning & Development, or HRBP roles.
• Experience in performance management, succession planning, and leadership development programs.
• Knowledge of competency frameworks and talent assessment tools.
• Proficiency in MS Excel, Power BI, HRMS, and HR analytics.

Responsibilities

• Talent Management & Succession Planning: Facilitate talent review discussions and calibration across functions and develop high-potential employees.
• Performance Management: Manage end-to-end cycle including goal setting, mid-year reviews, and appraisals with data insights for leadership.
• Learning & Leadership Development: Coordinate leadership programs, coaching, IDPs, and career development initiatives.
• Competency Management: Develop/update frameworks and integrate into recruitment, performance and career development.
• Employee Engagement & Retention: Analyze engagement data and support retention strategies for critical talent.
• HR Analytics & Reporting: Create dashboards and track KPIs related to attrition, internal mobility, and leadership pipeline health.
• Stakeholder Management: Partner with HRBPs and leaders to align talent initiatives with organizational goals.

Skills

Talent Management

Organizational Development

Learning & Development

HRBP

Education

MBA/PGDM in HR

Organizational Development

Tools

MS Excel

Power BI

HRMS

HR analytics

Job description

About Us:

Our purpose is to help clients exceed their financial health goals. Across the reimbursement cycle, our scalable solutions and clinical expertise help solve programmatic needs. Enabling our teams with leading technology allows analytics to guide our solutions and keeps us accountable achieving goals.

We build long-term careers by investing in YOU. We seek to create an environment that cultivates your professional development and personal growth, as we believe your success is our success.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

Note: The essential duties and responsibilities below are intended to describe the general duties and responsibilities of this position and are not intended to be an exhaustive statement of duties. This position may perform all or most of the primary duties listed below. Specific tasks, responsibilities or competencies may be documented in the Team Member's performance objectives as outlined by the Team Member's immediate Leadership Team Member.

Job Purpose

The Assistant Manager - Talent Management will support the design, implementation, and continuous improvement of talent management initiatives across the organization. The role focuses on performance management, succession planning, leadership development, employee engagement, competency frameworks, career management, and talent review processes to build a high-performing workforce and strengthen the leadership pipeline.

Key Responsibilities

Talent Management & Succession Planning

• 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.

Performance Management

• 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.

Learning & Leadership Development

• 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.

Competency Management

• Develop and update competency frameworks aligned with organizational objectives.
• Integrate competencies into recruitment, performance, and career development processes.
• Support competency assessments and gap analyses.

Employee Engagement & Retention

• 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.

HR Analytics & Reporting

• 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.

Stakeholder Management

• 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.

Desired Qualifications

• MBA/PGDM in Human Resources, Organizational Development, or related field.
• 5-8 years of experience in Talent Management, Organizational Development, Learning & Development, or HRBP roles.
• Experience in performance management, succession planning, and leadership development programs.
• Knowledge of competency frameworks and talent assessment tools.
• Proficiency in MS Excel, Power BI, HRMS, and HR analytics.

Key Competencies

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

Key Performance Indicators (KPIs)

• 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.