GM/ DGM- Talent Management

Symbiosis Management Consultants; Mumbai; On-site; INR 1,800,000 - 2,500,000; Full time

Job summary

Symbiosis Management Consultants in Mumbai seeks a GM/DGM for Talent Management, Learning & Development, and PMS. This role involves designing the organization's talent strategy, enhancing leadership pipelines, and managing performance management processes.

Ideal candidates will have 12–18 years of HR experience, preferably in manufacturing or engineering sectors. Strong skills in stakeholder management and project oversight are critical. Join a progressive organization that values employee engagement and effective performance systems.

Qualifications

• 12–18 years of HR experience with significant exposure to Talent Management, L&D, PMS, and OD.
• Experience in manufacturing, electricals, engineering, industrial products, or process industries preferred.
• Strong understanding of competency frameworks, succession planning, and performance management.

Responsibilities

• Design and implement enterprise-wide Talent Management frameworks.
• Develop and execute the annual Learning & Development strategy.
• Lead end-to-end performance management system cycles.
• Support organization design and workforce planning initiatives.
• Partner with Business Heads to identify capability gaps.

Skills

Stakeholder management

Project management

Analytical skills

Facilitation

Education

MBA / PGDM in HR

Tools

HRMS

LMS

Talent analytics tools

Job description

Interested candidates can share their resumes on [e-mail]

Its alternate Saturdays off.

Role Purpose

The GM/DGM Talent Management, Learning & Development, and PMS will be responsible for designing and driving the organization's talent strategy, leadership development framework, capability-building initiatives, succession planning, and performance management processes. The role will partner closely with business leaders to build a high-performance culture, strengthen leadership pipelines, and enhance workforce capability to support business growth and operational excellence. Talent management, succession planning, leadership development, and performance management are key pillars of this role.

Key Responsibilities

Talent Management & Succession Planning

• Design and implement enterprise-wide Talent Management frameworks.
• Lead annual talent review and succession planning processes across functions.
• Identify and develop high-potential (HiPo) talent and critical-role successors.
• Create career progression and talent mobility frameworks.
• Build leadership pipelines for manufacturing plants, sales, engineering, and corporate functions.
• Develop competency frameworks and assessment methodologies.

Learning & Development

• Develop and execute the annual Learning & Development strategy aligned with business objectives.
• Conduct Training Needs Analysis (TNA) across manufacturing, sales, engineering, and support functions.
• Design leadership development programs for frontline managers, middle management, and senior leaders.
• Drive technical, behavioral, and functional capability-building initiatives.
• Manage Learning Management Systems (LMS) and digital learning platforms.
• Measure learning effectiveness through ROI, behavioral change, and business impact assessments.

Performance Management System (PMS)

• Lead end-to-end PMS cycles including goal setting, mid-year reviews, annual appraisals, moderation, and calibration.
• Ensure alignment of KPIs and KRAs with organizational objectives.
• Drive a culture of continuous feedback and performance coaching.
• Facilitate manager capability building on performance conversations and evaluation processes.
• Analyze performance data and recommend interventions for improving organizational effectiveness.
• Partner with Compensation & Benefits teams for performance-linked rewards and recognition.

Organizational Development & Culture

• Support organization design, workforce planning, and change management initiatives.
• Drive employee engagement and leadership effectiveness programs.
• Develop talent analytics dashboards and workforce capability metrics.
• Benchmark best practices and introduce innovative talent solutions.
• Promote a learning and high-performance culture across locations.

Stakeholder Management

• Partner with Business Heads, Plant Heads, HRBPs, and Functional Leaders to identify capability gaps and talent priorities.
• Act as a trusted advisor to leadership on talent and organizational effectiveness matters.
• Manage relationships with external training partners, assessment providers, and leadership coaches.

Key Performance Indicators (KPIs)

• Leadership pipeline readiness.
• Succession coverage for critical positions.
• HiPo retention and development effectiveness.
• Learning hours per employee and training ROI.
• PMS completion and quality scores.
• Internal talent movement and promotion rates.
• Employee engagement and leadership effectiveness scores.
• Capability-building impact on business performance.

Desired Candidate Profile

• MBA / PGDM in HR from a reputed institute.
• 12–18 years of HR experience with significant exposure to Talent Management, L&D, PMS, and OD.
• Experience in manufacturing, electricals, engineering, industrial products, or process industries preferred.
• Strong understanding of competency frameworks, succession planning, assessment centers, leadership development, and performance management systems.
• Excellent stakeholder management, facilitation, analytics, and project management skills.
• Exposure to HRMS/LMS platforms and talent analytics tools.