Deputy Manager | Talent Management

CorroHealth, Inc.; Dadri; On-site; INR 1,500,000 - 2,500,000; Full time

Job summary

CorroHealth, Inc. is seeking a Deputy Manager - Talent Management to design, implement, and continuously improve talent initiatives across the organization.

The role focuses on performance management, succession planning, leadership development, employee engagement, and competency frameworks to build a high-performing workforce. The position involves managing talent reviews, developing high-potential employees, maintaining succession plans, and driving analytics to strengthen the leadership

Qualifications

• MBA/PGDM in HR, OD, or related field.
• Experience in performance management, succession planning, and leadership development.
• Knowledge of competency frameworks and talent assessment tools.
• Proficiency in MS Excel, Power BI, HRMS, and HR analytics.

Responsibilities

• Facilitate talent review discussions and calibration across functions.
• Support identification and development of high-potential employees.
• Maintain succession planning frameworks and critical role pipelines.
• Track leadership bench strength metrics.
• Manage end-to-end performance management cycles including goals and reviews.
• Coordinate leadership development programs and coaching initiatives.
• Develop and update competency frameworks aligned with business goals.
• Analyze engagement survey results and retention strategies.
• Generate talent analytics dashboards and present insights to HR leadership.

Job description

Job Purpose

The Deputy 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.
• 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