Manager- Talent Management & OD (Human Resources)

Vrinda Global; Mumbai; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

Vrinda Global is seeking a capable HR leader to run talent initiatives for a major bank partner in Mumbai. The role demands end-to-end ownership of cycles, tools, and programmes that elevate leadership, culture and performance.

You will drive leadership feedback, succession planning, and culture diagnostics, while partnering with HRBPs/HRRMSs to strengthen supervisors and internal mobility across frontline, support and assurance functions.

Qualifications

• MBA/PGDM in HR or Psychology required.
• 3–6 years in HR, with at least 3 in Talent/OD or COE.
• Fluent Excel and dashboarding skills; ability to derive insights.
• Strong stakeholder communication and influencing capabilities.

Responsibilities

• Drive leadership feedback surveys.
• Conduct feedback exercises and share development reports.
• Collaborate with HRBPs and HRRMSs to enhance supervisors across the Bank.
• Drive internal surveys and development outcomes for Customer Focus and Teamwork.
• Conduct focus groups and diagnostics to improve values and culture; drive interventions.
• Lead initiatives to position the Bank as a great place to work.
• Build career pathways and internal mobility for frontline, support and assurance functions.
• Run annual succession cycles; calibration, information prep, discussions and successor maps.
• Complete successor development plans and govern documentation.
• Drive end-to-end promotion processes; run talent enhancement with MD's office.
• Develop training programmes and track for future leaders; identify HiPos and cohort journeys.
• Oversee dashboarding, change-programme support and query handling.

Skills

Excel & dashboarding

Stakeholder communication

People analytics

Education

MBA/PGDM in HR or Psychology

Tools

Excel

Job description

Role & responsibilities

You run the machinery that keeps talent initiatives going, the pipeline full and the performance, culture honest. A builder role not a strategy-deck role. You run and own cycles end-to-end, ship the tools that take employees to the next level, and chase closure on the things most HR programmes leave half-done.

WHAT YOU'LL OWN & SHIP

HELP BUILD STRONG PEOPLE LEADERS

• Drive leadership feedback surveys.
• % Conduct feedback exercises and share development reports.
• Work with HRBPs and HRRMSs to enhance supervisors across the Bank

DRIVE CULTURE & COMPETENCIES

• Drive internal surveys and development outcomes for Customer Focus and Teamwork.
• Conduct focus groups and diagnostics to improve both values and overall culture, and drive interventions based on insights.
• Drive initiatives that lead to the Bank being amongst the great places to work in the country.
• Build career pathways and internal mobility mechanisms for frontline, support and assurance functions.

SUCCESSION & TALENT REVIEWS

• Run the annual succession cycle for key roles — calibration sessions, prep relevant information, conduct the discussions and create the successor map.
• Complete the successor development plans.
• Manage critical documentation for the same.
• Drive the end-to-end promotion process for the Bank.
• Run talent enhancement initiatives with the MD's office.
• Training programme development and tracking for future leaders,
• Identify HiPos each cycle, build the cohort journeys, pair sponsors, and track whether people actually move — not just whether they attended.

Plus the machinery behind it — dashboarding, change-programme support and query handling.

What you need to do this :

• MBA PGDM — HR or Psychology major
• 3-6 years in HR, of which at least 3 in a Talent / OD or COE role
• Fluent in Excel & dashboarding, adopting Al
• Fluent communication to influence key stakeholders techniques for insights across the Bank

Key Competencies

• (Result Orientation )
• (Stakeholder-based Relationship Management )
• (End-to-End Programme Management )