Senior Project Manager - Talent Management

KK Group; Bengaluru; On-site; INR 2,400,000 - 3,600,000; Full time

Job summary

KK Group in Bengaluru seeks a Project Manager – Talent Management to strengthen and scale our Talent Management agenda as the organisation grows.

This role combines strategic thinking with hands-on execution, owning initiatives including leadership development, succession planning, people reviews, and internal capability building across functions and geographies.

Qualifications

• 12+ years of experience in Talent Management or related field.
• Proven ability to lead and scale Talent Management programs.
• Strong business acumen to translate business needs into talent solutions.

Responsibilities

• Lead end-to-end PM and delivery of Talent Management programs.
• Oversee design, cohorts, assessments, stakeholders, vendors, communications, logistics, delivery and evaluation.
• Build and improve the Talent Management operating model and governance.
• Drive Talent Planning, People Reviews & Succession across functions and geographies.
• Develop and maintain governance, tools, calendars, and playbooks.

Skills

Project management

Talent management

Stakeholder management

Education

MBA/PGDM in HR or related field

Tools

MS Excel

Power BI

Job description

• Function: Human Resources – Talent Management.
• Experience: 12+ years.
• Reporting to: Head of Talent Management.

About the Role:

We are looking for a Project Manager – Talent Management to strengthen and scale our Talent Management agenda as the organisation continues to grow and transform.

This role will combine strategic thinking, program leadership, stakeholder management and hands‑on execution. The successful candidate will own and drive a portfolio of Talent Management initiatives including the Leadership Program, Women Development Program, Talent Planning, Succession Planning, People Reviews, Talent Assessments and Internal Trainer/Facilitator capability.

The role will also contribute to building a more integrated Talent Management ecosystem, connecting talent identification, assessment, development, succession, career growth and leadership capability.

This is an opportunity for an experienced Talent Management professional who is comfortable moving between strategy and execution — someone who can translate a business need into a talent solution, build the plan, engage stakeholders and ensure successful delivery.

Key Responsibilities:

1. Talent Management Programs:

• Lead the end-to-end project management and delivery of key Talent Management programs.
• Manage program design, cohort identification, assessments, stakeholder alignment, vendors/facilitators, communications, logistics, delivery and evaluation.
• Continuously review and improve programs based on participant and business feedback, data and evolving organisational needs.
• Ensure programs are scalable and relevant across different functions, geographies and leadership levels.

2. Talent Planning, People Reviews & Succession:

• Coordinate and drive the annual Talent Planning and People Review cycle across functions and geographies.
• Support leaders and HRBPs in talent identification, calibration and development discussions.
• Drive effective use of performance-potential frameworks such as the 9-Box and other talent assessment methodologies.
• Strengthen succession planning by tracking successor coverage, readiness, development actions and talent risks.
• Ensure talent decisions translate into meaningful development and career actions.
• Help build and continuously improve the organisation's Talent Management operating model and governance.
• Connect Talent Management processes to create an integrated talent ecosystem.
• Develop and maintain processes, toolkits, playbooks, calendars, templates and governance mechanisms.
• Identify opportunities to simplify, standardise and scale Talent Management processes.
• Ensure consistency across the organisation while recognising local business and market requirements.
• Support the evolution of the organisation's leadership capability framework and leadership expectations.
• Translate leadership expectations into practical development journeys and interventions.
• Support leadership development across different levels, including emerging leaders, people managers and senior leaders.
• Connect leadership development with assessment, talent reviews, succession and development planning.
• Identify opportunities to strengthen manager capability and leadership effectiveness.

5. Talent Assessment & Development Tools:

• Apply and support the use of recognised Talent Management and assessment tools/models.
• Translate assessment insights into practical development, succession and talent decisions.
• Support leaders and HR teams in interpreting and effectively using talent data.

6. Talent Analytics & Insights:

• Build and maintain Talent Management dashboards and reporting.
• Use data to identify trends, risks and opportunities and support evidence-based talent decisions.
• Measure the effectiveness and impact of Talent Management interventions.

7. Career Development & Internal Mobility:

• Support initiatives that strengthen career development and internal mobility.
• Connect career pathways and development opportunities with Talent Reviews and succession planning.
• Identify opportunities to improve visibility of career opportunities and development pathways.
• Support talent movement and development across functions, businesses and geographies.

8. M&A & Organisational Transformation:

• Support Talent Management activities related to M&A and organisational integration.
• Contribute to talent mapping, critical talent identification, leadership alignment, succession considerations and integration of Talent Management processes.
• Support the development of talent solutions that respond to a rapidly changing and scaling organisation.

9. Stakeholder & Change Management:

• Partner closely with HRBPs, business leaders, HR leadership, Learning & Development, DE&I,