Job Requirements
Purpose
To lead the development and deployment of Titan’s Talent Development & Management strategy aimed at future-proofing the workforce and strengthening leadership and functional pipelines. The role focuses on identifying, developing, and engaging Top Talent, driving career and mobility framework for the identified talent, and enabling data-driven, business-owned talent decisions.
The incumbent will also ensure launch readiness for the Talent Marketplace, craft career paths for critical roles, and embed the organization’s talent philosophy and EVP into every stage of the talent lifecycle.
Roles & Responsibilities
Process Contribution
Process Outcome
Performance Measure.
HR : Talent Strategy and Annual Roadmap
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Design and execute the annual talent roadmap, aligned with manpower plans, business priorities, and the future talent strategy.
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Reinforce the organization’s talent philosophy and ensure its integration into all talent initiatives and communication.
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Link EVP initiatives with the talent agenda to enhance employee engagement, aspiration, and internal mobility.
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Integrated talent philosophy
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Annual Talent Roadmap
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Completion of talent roadmap milestones
HR : Talent Identification & Assessment
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Define and institutionalize the talent review process aligned to the talent strategy
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Facilitate potential & talent calibration discussions with CXOs and business leaders, ensuring alignment to readiness requirements.
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Build PBP and managerial capability towards sharper & fair talent identification
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Manage assessment suites and tools aligned to leadership and functional competencies
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Consistent, organization-wide process for Potential Review, Talent Calibrations & Assessments
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Managerial Capability
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Talent linkage to succession outcomes
HR : Talent Engagement, Development & Career Mobility
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Ensure career & development conversations for identified top talent
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Assess engagement and recommend actions to ringfence talent
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Design and implement collective & personalized development journeys (n=1) for Top talent segments
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Collaborate with business and PBPs to enable targeted interventions for readiness acceleration.
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Partner with TMTC and external experts to deliver learning solutions.
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Track development progress against IDPs and ensure linkage to performance, readiness, and career movements.
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Drive the 2x2x2x2 career framework, enabling business leaders to track planned vs. actual movements and create action plans.
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Curate and showcase success stories and development impact to reinforce the culture of growth and internal mobility.
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Strengthen functional pipelines (e.g., RBM readiness framework) and develop career lattices that support horizontal and vertical mobility.
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Support the Talent Marketplace launch and adoption, integrating career paths, readiness data, and movement processes for seamless mobility.
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Personalized (n=1) development journeys with measurable readiness outcomes
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Future-ready leadership/functional pipelines supported by structured career paths
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Launch-ready Talent Marketplace integrated with career and readiness data
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Completion of tailored development journeys
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Improvement in development impact and readiness
HR : Talent Analytics & Governance
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Strengthen business and PBP ownership and accountability on the talent agenda through governance reviews and transparent reporting.
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Redesign and drive adoption of the Talent Dashboard for visibility on readiness, Top Talent engagement, and development progress.
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Leverage analytics and insights to inform business decisions, track ROI, and identify gaps in pipeline health and readiness.
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Monitor execution of talent initiatives and publish periodic dashboards for leadership review and decision-making.
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Enhanced business ownership and accountability on the talent and development agenda
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Data-driven insights enabling proactive talent and movement decisions
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Accuracy and timely publishing of Talent Dashboard
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Adoption of Talent Dashboard
Work Experience
Job Requirements
Education
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MBA in HR preferably from a premier college
Relevant Experience
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8-10 years in Talent Management, Leadership Development, or Organizational Development roles
Behavioural Skills
Key competencies
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Thinks big
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Is business savvy
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Shapes customer/employee preferences
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Nurtures relationships
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Ability to influence to create impact
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Hold self and others accountable
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Is innately curious
Desired Profile
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Strong expertise in talent management, career pathing, assessment tools, and leadership program design
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Proven ability to influence senior stakeholders and drive large-scale talent initiatives
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Strategic yet hands-on; adept at translating strategy into implementation and measuring impact through analytics
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Strategic thinker with strong execution rigor, analytics orientation, and stakeholder influence
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Knowledge
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Strong knowledge of end-to-end talent management frameworks
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Awareness of emerging trends in talent management
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Understanding of career architecture, assessment tools, and talent analytics
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Familiarity with talent technology platforms
