The Head of Talent Management is responsible for developing and executing the organization's talent strategy to attract, develop, engage, and retain a high-performing workforce. This role leads talent management initiatives including succession planning, leadership development, performance management, career development, employee engagement, talent review processes, and workforce capability building.
The incumbent partners closely with business leaders and the CHRO to ensure the organization has the talent, leadership pipeline, and capabilities required to achieve its strategic objectives.
Key Responsibilities
Talent Strategy & Workforce Planning
- Develop and implement an enterprise-wide talent management strategy aligned with business goals.
- Drive workforce planning initiatives to identify current and future talent requirements.
- Assess organizational talent gaps and create targeted development strategies.
- Establish talent frameworks, policies, and governance models.
Succession Planning & Leadership Development
- Lead succession planning for critical and leadership positions.
- Build leadership pipeline programs and high-potential (HiPo) development initiatives.
- Identify and develop emerging leaders through structured talent reviews.
- Partner with senior leaders to create robust succession and leadership readiness plans.
Learning & Career Development
- Oversee talent development programs that enhance organizational capabilities.
- Develop career pathways and internal mobility strategies.
- Collaborate with Learning & Development teams to address capability gaps.
- Promote a culture of continuous learning and professional growth.
Talent Analytics & Reporting
- Utilize HR analytics and workforce insights to inform talent decisions.
- Establish and track key talent metrics including:
- Succession readiness
- Internal mobility rates
- Leadership bench strength
- Provide talent insights and recommendations to executive leadership.
Stakeholder Management
- Act as a trusted advisor to senior leaders on talent matters.
- Partner with HR Business Partners, Talent Acquisition, Learning & Development, and business leaders to deliver integrated talent solutions.
- Present talent strategies, succession plans, and workforce insights to executive committees.
Qualifications
Education
- Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or related discipline.
- Master's degree or relevant HR certification preferred.
Experience
- 10-15+ years of progressive HR experience.
- Minimum 5 years in talent management, leadership development, organizational development, or related functions.
- Proven experience leading enterprise-wide talent and succession initiatives.
- Experience partnering with senior executives and business leaders.
