DM - Talent Management

CorroHealth Infotech Private Limited; Bengaluru; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

CorroHealth Infotech Private Limited in India is seeking a Deputy Manager – Talent Management to lead engagement and culture-building initiatives across the organization. The role focuses on designing impactful programs, strengthening culture, and enabling structured career development pathways.

The candidate will drive employee engagement, DEI initiatives, and succession planning, partnering with leadership to map learning journeys and internal mobility.

Qualifications

• MBA/PGDM in HR or related field preferred.
• Experience in talent development, employee engagement or HR BP roles (7–9 years).
• Experience leading organization-wide engagement or culture initiatives.
• Strong stakeholder management and communication abilities.
• Knowledge of DEI, DEI metrics and inclusion practices.

Responsibilities

• Design and implement employee engagement strategies aligned with organizational goals.
• Develop culture-building initiatives and DEI programs across the employee lifecycle.
• Create structured career development pathways and succession planning.
• Support leadership with talent reviews, internal mobility, and learning journeys.

Skills

Employee Engagement

Organizational Development

DEI Initiatives

Career Frameworks

Talent Reviews

Succession Planning

Stakeholder Management

Analytical Skills

Communication Skills

Data-Driven Mindset

Education

MBA/PGDM in HR or related field

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 Title: Deputy Manager – Talent Management

Location: Hyderabad / Bangalore

Experience: 7–9 years

Function: Human Resources

Role Summary: We are looking for a dynamic and passionate Deputy Manager – Talent Management / Development to lead and drive employee engagement and culture-building initiatives across the organization. This role will play a critical part in shaping a high-performing, inclusive, and growth-oriented workplace by designing impactful engagement programs, strengthening organizational culture, and enabling structured career development pathways.

Key Responsibilities

• Employee Engagement Initiatives Design and implement comprehensive employee engagement strategies aligned with organizational goals Drive regular engagement surveys (e.g., pulse surveys, annual engagement surveys) and convert insights into actionable plans Partner with business leaders to enhance engagement scores and improve employee experience Plan and execute engagement programs, events, and recognition initiatives Monitor engagement metrics and recommend continuous improvements
• Culture Building & DEI Programs Champion organizational culture initiatives that reinforce company values and behaviors Design and drive Diversity, Equity & Inclusion (DEI) programs across the employee lifecycle Collaborate with leadership to embed inclusive practices and foster a sense of belonging Develop campaigns and interventions that promote cross-cultural collaboration and inclusivity Track and report DEI metrics and impact
• Career Development Frameworks Develop and implement structured career development frameworks and progression pathways Build competency frameworks, career architecture, and internal mobility programs Partner with L&D and business teams to map role-based learning journeys Enable managers to drive meaningful career conversations and development planning Support succession planning and talent pipeline development

Key Skills & Competencies

Strong understanding of employee engagement and organizational development practices Proven experience in designing and executing culture and DEI initiatives Exposure to career frameworks, talent reviews, and succession planning Excellent stakeholder management and influencing skills Strong analytical and problem-solving capabilities with a data-driven mindset Exceptional communication and presentation skillsas Qualifications MBA/PGDM in HR or related field preferred Relevant certifications in OD, DEI, or Talent Management are an advantage Experience Required 7–9 years of experience in Talent Development, Employee Engagement, or HR Business Partnering roles Demonstrated experience in leading organization-wide engagement or culture initiatives Experience working in fast-paced, matrixed organizations is preferred

What Success Looks Like

Improved employee engagement scores and participation levels Clear and effective career development frameworks in place Enhanced employee experience and retention

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. At times, Team Members are subject to sitting for prolonged periods. Infrequently, Team Member must be able to lift and move material weighing up to 20 lbs. Team Member may experience elevated levels of stress during periods of increased activity and with work entailing multiple deadlines. A job description is only intended as a guideline and is only part of the Team Member’s function. The company has reviewed this job description to ensure that the essential functions and basic duties have been included. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate.

CorroHealth sits at the center of the revenue cycle revolution. Fundamental operations of the revenue cycle are supported through our expert teams while we recast the role of clinicians through automation. This shift to a true clinical revenue cycle helps us achieve our core purpose – exceed client financial health goals. For each patient population, CorroHealth automates key clinical aspects of the cycle. Our platforms focus on capture and application of clinical documentation while easing the burden on physicians. Scalability is prioritized in the support of client program operations. As with most revenue cycle partners, our skilled and enthusiastic team is available to outsource any portion of the cycle. However, we can also complement client programs with additional expert support or upskill existing client teams to meet program demands. Whether our team is deployed directly, or automation is incorporated for a more programmatic solution, CorroHealth delivers. CorroHealth has acquired Xtend Healthcare! For more information, please visit https://corrohealth.com.