Manager - Organisation & Talent Management & Development

Navin Fluorine International; Mumbai; On-site; INR 1,800,000 - 3,200,000; Full time

Job summary

Navin Fluorine International is seeking a senior HR professional to drive talent management, build competency architectures, lead assessments and development centres, and steer organisation development and culture initiatives. The role oversees talent analytics, succession planning, and internal mobility to deliver a future-ready workforce.

You will partner with senior leaders and cross-functional teams, implement PMS enhancements, and benchmark HR practices to raise organizational

Qualifications

• Master’s degree in human resources, organizational psychology, business administration, learning & development, or a related discipline with 6+ years of OD, talent management and employee experience experience.

Responsibilities

• Drive talent management frameworks and succession planning aligned with business objectives.
• Facilitate talent reviews and people discussions.
• Develop and map competency frameworks across functions and roles.
• Coordinate assessments, 360-degree feedback, and development centers.
• Lead external benchmarking and translate findings into HR initiatives.
• Support performance and career management, IDPs and internal mobility.
• Promote organization development, culture integration and change management.
• Build talent analytics dashboards covering bench strength, succession, hi-potential, mobility, and skill gaps.

Skills

Business Orientation

Learning Agility

Analytical & Data-Driven Thinking

Stakeholder Management & Influencing

Strong Communication & Presentation

Collaboration & Relationship Building

Planning & Execution Orientation

Problem-Solving & Decision-Making

Ownership & Accountability

Education

Master’s degree in HR/Organizational Psychology/BA/LLD or related

Job description

1. Role Purpose :

To drive talent management processes, competency architecture, leadership assessment, succession planning, talent reviews, organisation development initiatives, and HR benchmarking to build a future-ready workforce.

The role will drive HR transformation initiatives while leveraging data and analytics to measure business impact. The incumbent will work closely with business leaders and cross-functional stakeholders to build organizational capabilities, and build and development

2. Key Responsibilities

A. Talent Management Framework

• Execution of talent management strategy aligned with business objectives.
• Facilitate annual talent reviews and people discussions.
• Support identification and development of high-potential talent.
• Drive succession planning for critical positions.

B. Competency Framework & Assessment

• Maintain enterprise-wide competency frameworks.
• Conduct competency mapping across functions and roles.
• Integrate competency frameworks into hiring, development, performance, and career management processes.

C. Assessment & Development Centres

• Manage 360-degree feedback processes
• Coordinate psychometric assessments and behavioural assessments.

D. Benchmarking & HR Best Practices

• Lead external benchmarking studies on various frameworks and HR practices
• Analyse external benchmarks and translate findings into actionable HR initiatives.
• Support HR policy and process enhancements based on market practices.

E. Performance & Career Management

• Support performance management effectiveness initiatives.
• Support in PMS process
• Develop career frameworks and career pathing models.
• Drive Individual Development Plans (IDPs).
• Build internal mobility and career development processes.

F. Organisation Development & Culture

• Support organisation design and workforce planning projects.
• Drive culture and values integration initiatives.
• Support employee engagement and organisational effectiveness programs.
• Lead change management initiatives for people transformation projects.

G. Talent Analytics

• Build talent dashboards covering:
• Bench strength
• Succession readiness
• Hi-Potential pipeline
• Internal mobility
• Competency gaps
• Talent risk indicators
• Present insights and recommendations to senior leadership.

3. Competency Requirements

• Business Orientation
• Learning Agility & Continuous Learning
• Analytical & Data-Driven Thinking
• Stakeholder Management & Influencing
• Strong Communication & Presentation Skills
• Collaboration & Relationship Building
• Planning & Execution Orientation
• Problem-Solving & Decision-Making
• Ownership & Accountability

4.Interfaces / Key Working Relationships

Internal

• Senior Management / Business Leaders
• Human Resources
• Business Functions
• Operations / Manufacturing
• IT / Digital Teams
• Functional Heads and People Managers
• Employees across functions

External –

• Learning & Development Consultants
• Training Partners / Facilitators
• Psychometric & Assessment Providers
• Digital Learning Platform Providers
• HR Technology / Solution Partners
• External Subject Matter Experts

5. Qualifications & Experience

Master’s degree in human resources, Organizational Psychology, Business Administration, Learning & Development, or a related discipline with 6+ years of experience in Organisation Development, Talent Management and Development and Employee Experience. The role requires strong analytical, communication, presentation, documentation, and change management skills, along with the ability to work effectively across business and functional teams. Might involve quarterly travel to all sites.