DGM / GM - Talent Management & OD

• Design and implement talent management frameworks that address critical aspects such as succession planning, performance appraisal systems, and career development pathways.
• Ensure talent management practices are scalable and adaptable to support organizational growth.
• Facilitate cross-functional talent mobility to ensure employees can thrive in new roles and opportunities.

• Develop and execute innovative leadership development programs to identify and cultivate high-potential talent
• Create a leadership pipeline through mentorship programs, targeted training, and experiential learning opportunities.
• Provide tools and resources to enable leaders at all levels to excel in their roles and inspire their teams.

• Work closely with HR teams, business units, and senior leaders to ensure that talent strategies are embedded across the organization.
• Build trusted partnerships with external consultants, vendors, and institutions to enhance learning and development offerings.
• Act as a strategic advisor on all talent-related matters to the executive leadership team.

• Develop and oversee a comprehensive system for tracking and analyzing talent data, ensuring insights inform decision-making.
• Create and manage dashboards to monitor KPIs such as employee performance, engagement, and turnover rates.
• Provide actionable insights through regular talent reports to leadership teams.
• Construct and facilitate decisions through evolution of various metrics related to talent development, succession planning, organizational effectiveness and learning and development

• Design and implement a robust talent strategy that supports the acquisition, retention, and development of top-tier talent.
• Collaborate with leadership to identify workforce trends, skill gaps, and future needs, ensuring alignment with organizational goals.
• Advocate for and integrate diversity, equity, and inclusion (DEI) principles into talent strategies to build a more inclusive workplace.

• Lead the creation of competency frameworks that clearly define the skills, behaviors, and knowledge critical for success in every role.
• Facilitate workshops with business leaders to identify key competencies required for evolving business priorities.
• Ensure that competency models are effectively integrated into recruitment, learning, and performance management processes.

• Conduct systematic job evaluations to ensure equity in role responsibilities, pay structures, and career growth opportunities.
• Partner with HR and department heads to design roles that are both challenging and aligned with organizational needs.
• Regularly review job evaluation processes to ensure they remain relevant and consistent.

• Preferably from a Consulting background with top consulting firms
• MBA / PGDM from Tier 1 or 2 institutes
• 12 - 15 years of progressive experience in talent strategy, talent development, leadership strategy, talent consulting

Michael Page