Lead - Talent Management

NIIT Limited; Gurugram District; On-site; INR 2,500,000 - 6,000,000; Full time

Job summary

NIIT Limited is seeking an experienced Talent Management lead to drive performance management, talent reviews, succession planning, leadership development, culture, and talent analytics across the organization.

You will partner with HRBPs and business leaders to enable data-driven talent decisions, strengthen leadership pipelines, and execute enterprise talent processes with governance, dashboards, and impact measurement.

Qualifications

• MBA/PGDM in Human Resources from a reputed institution.
• 8-14 years of HR experience with strong exposure to Talent Management, PMS, OD, or HR COE roles.
• Experience in executing enterprise talent processes including PMS, talent reviews, succession planning, and leadership development.
• Exposure to HR technology platforms (SAP SuccessFactors / Workday / equivalent) preferred.

Responsibilities

• Drive end-to-end execution of the annual PMS cycle including goal setting, mid-year reviews, year-end assessments, calibration, moderation, and communication.
• Manage PMS governance calendar, dashboards, compliance tracking, and stakeholder coordination across IBUs.
• Support calibration forums by preparing insights, analytics, and ensuring consistency of performance outcomes.
• Partner on PMS process improvements, technology enhancements, workflow optimisation, and reporting requirements.
• Build performance insights to support talent, rewards, and workforce decisions.

Skills

Stakeholder management

Execution discipline

Analytical orientation

Leadership collaboration

HR analytics

Education

MBA/PGDM in Human Resources

Tools

SAP SuccessFactors

Workday

Job description

Drive & support the design, deployment, and continuous improvement of NIIT’s Talent Management agenda across Performance Management, Talent Reviews, Succession Planning, Leadership Development, Culture, and Talent Analytics.

The role will drive execution excellence of enterprise talent processes, enable data-driven talent decisions, and partner with HRBPs and business leaders to strengthen talent capability and leadership pipeline.

Key Responsibilities

1. Performance Management & PMS Excellence

• Drive end-to-end execution of the annual PMS cycle including goal setting, mid-year reviews, year-end assessments, calibration, moderation, and communication.


• Manage PMS governance calendar, dashboards, compliance tracking, and stakeholder coordination across IBUs.


• Support calibration forums by preparing insights, analytics, and ensuring consistency of performance outcomes.


• Partner on PMS process improvements, technology enhancements, workflow optimisation, and reporting requirements.


• Build performance insights to support talent, rewards, and workforce decisions.

2. Talent Reviews & Succession Planning

• Execute annual talent review and 9-box processes in partnership with Business Leaders and HRBPs.


• Support identification and segmentation of critical talent, HiPos, emerging leaders, and talent pools.


• Maintain talent dashboards and heat maps highlighting capability strength, readiness, and talent risks.


• Support succession planning for critical roles through readiness assessment, successor identification, and development actions.


• Enable integration between performance outcomes, talent reviews, succession, and internal mobility.


• Support design and execution of leadership development journeys across manager, mid-level, and leadership populations.


• Coordinate flagship talent programmes, mentoring, coaching, and development interventions.


• Track programme effectiveness through participation, capability improvement, movement, retention, and business impact metrics.


• Support IDP frameworks and development planning for HiPo and critical talent segments.

4. Culture & Organisational Health

• Support culture initiatives through employee listening insights, engagement data, GPTW inputs, and organisational health metrics.


• Drive execution of culture activation initiatives including manager connects, leadership engagements, and employee experience interventions.


• Support employer recognition programmes including GPTW and workplace benchmarking submissions.

5. Talent Analytics & Reporting

• Develop and maintain talent dashboards covering:


• Succession readiness


• HiPo movement


• Performance insights


• Attrition trends


• Leadership capability indicators


• Provide periodic talent insights and recommendations to enable leadership decision-making.


• Partner with HR Technology teams on talent systems, data accuracy, and reporting improvements.

Key Stakeholders

Internal:

Head - Talent Management COE | HRBPs | Business Leaders | L&D | C&B | HR Technology | Corporate Communications

External:

Leadership development partners | Assessment providers | Talent advisory firms | Employer recognition platforms

Qualifications & Experience

• MBA / PGDM in Human Resources from a reputed institution.


• 8- 14 years of HR experience with strong exposure to Talent Management, Performance Management, OD, or HR COE roles.


• Experience in executing enterprise talent processes including PMS, talent reviews, succession planning, and leadership development.


• Understanding of talent frameworks, assessment methodologies, and people analytics.


• Exposure to HR technology platforms (SAP SuccessFactors / Workday / equivalent) preferred.


• Strong stakeholder management, execution discipline, analytical orientation, and ability to work with senior leaders.