Talent Management Specialist

NIIT Limited; Gurugram District; On-site; INR 1,800,000 - 2,400,000; Full time

Job summary

NIIT Limited seeks to Drive and oversee Talent Management as part of Building NIIT 2.0, focusing on Performance Management, Talent Reviews, Succession Planning, Leadership Development, Internal Mobility and Talent Analytics.

This CoE role designs frameworks, drives enterprise execution, strengthens governance and enables data-led talent decisions across businesses.

Qualifications

• 7-10 years of HR experience with depth in Talent Management / Performance / Succession / OD / Leadership Development.
• Experience designing and driving enterprise Talent Management processes.
• Exposure to senior leadership talent reviews and succession discussions.

Responsibilities

• Drive end-to-end Talent Management calendar and governance.
• Lead Performance Management cycle, goals, reviews, calibration and moderation.
• Design enterprise talent review processes and assessments.
• Identify critical roles and manage succession planning.
• Strengthen internal mobility and fill opportunities.
• Build dashboards for performance, talent and leadership pipeline.
• Embed NIIT 2.0 culture and leadership behaviours.
• Ensure governance, action tracking and executive reporting.

Skills

Talent Management

Performance Management

Succession Planning

Leadership Development

Internal Mobility

Education

Bachelor's degree in HR/Business

Tools

HRIS

Talent Management Systems

Job description

Drive NIIT's Talent Management agenda as part of Building NIIT 2.0, with focus on Performance Management, Talent Reviews, Succession Planning, Leadership Development, Internal Mobility and Talent Analytics.

This is a CoE role responsible for designing frameworks, driving enterprise execution, strengthening governance and enabling data-led talent decisions across businesses.

Key Responsibilities

1. Performance Management

• Drive end-to-end execution of the annual performance cycle including goal setting, mid-year reviews, year-end assessments, calibration and moderation.
• Strengthen quality of goals, performance differentiation and manager accountability.
• Own PMS governance, timelines, dashboards and compliance.
• Use performance data to identify trends, gaps and required actions.

2. Talent Reviews

• Design and drive enterprise talent review processes.
• Assess talent across performance, potential, criticality and readiness.
• Facilitate structured talent discussions with HRBPs and business leaders.
• Track agreed development, movement, retention and succession actions.

3. Succession Planning

• Identify critical roles and build succession coverage.
• Maintain successor readiness across Ready Now / Ready Soon / Longer-Term categories.
• Track succession gaps and leadership pipeline strength.
• Support development and movement of identified successor talent.
• Identify priority leadership and manager capability gaps.
• Design interventions around accountability, feedback, decision-making, talent development and change leadership.
• Link leadership development to talent and succession outcomes.
• Track effectiveness and business application of interventions.

5. Internal Mobility

• Build frameworks to strengthen internal movement and career progression.
• Connect talent reviews, succession and workforce requirements to internal opportunities.
• Improve visibility of internal talent across functions and businesses.
• Partner with HRBPs and Talent Acquisition to improve internal fill where relevant.

6. Talent Analytics

• Build and manage dashboards covering performance, talent, succession, mobility and leadership pipeline.
• Identify talent risks, capability gaps and emerging trends.
• Translate data into clear insights for leadership decision-making.
• Strengthen data quality and governance across Talent Management processes.

7. Culture & NIIT 2.0

• Embed expected leadership and performance behaviours into Talent Management processes.
• Support consistent talent practices across businesses.
• Enable stronger collaboration, accountability and development as part of the One NIIT agenda.

8. Governance & Execution

• Own the annual Talent Management calendar and operating rhythm.
• Establish clear templates, governance and review mechanisms.
• Drive periodic talent reviews and leadership dashboards.
• Track closure of agreed actions across performance, succession and talent development.

Experience

• 7-10 years of HR experience with strong depth in Talent Management / Performance / Succession / OD / Leadership Development.
• Experience designing and driving enterprise Talent Management processes.
• Strong exposure to senior leadership talent reviews and succession discussions.
• Experience in organisations undergoing growth, integration or transformation preferred.
• Exposure to HR technology and Talent Management systems preferred.