Manager - Talent Management/Organization Development - FMCG

Roles and Responsibilities :

- Act as the culture partner and design innovative People Management/OD resources, tools and practices to reinforce and positively change beliefs, attitudes, operating models and structure of organizations to impact and help talent better assimilate the Team Culture.

- Drive the talent management / organizational development (TMOD) agenda as business partner, advisor and facilitator by actively driving the planning and administration of all high potential talent management, leadership development and team effectiveness programs and practices for .

- This position provides on-site/business unit clients TMOD implementation support as well as independent, strategic viewpoint on all TMOD programs and practices in alignment with Global Talent management team.

- The position will focus on designing and implantation of programs dealing with high potential identification including succession planning, development, coaching, assessment, and the use of the appropriate talent management, team and leadership tools and practices (including assessment and development centres) to enable leaders, teams and organization to driveperformance excellence.

- Roll out key leadership and technical excellence programs for identified critical talent

- Drive Team Culture

- As a People & Culture Business Partner, be a trusted advisor and partner to business and functional organizations. Support efforts to align our People strategy to our business priorities and delivers solutions.

- Identify various opportunities to positively impact the integration and assimilation of team culture

- Design and roll out programs and intervention in conjunction with business to drive the culture piece

- Deliver key learning programs and interventions as part of the L and D agenda

- Work with internal teams to participate in external benchmarking surveys such as great place to work, zinnov, NHRD etc to increase the footprint of brand of HR

- Partner with team to roll out key interventions such as team assimilation workshop, driving change, innovation and transitions

- Support the implementation of Learning and Development Landscape through roll out of planned programs

- Coach leaders/managers to enable them to drive change and manage scale and transitions

- Manage the Organization's High Potential talent and roll out Talent development Processes

- Work collaboratively with the organization (site/functional) leadership team and HR team to develop a healthy leadership and technical talent pipeline for the site

- Leads implementation of all talent, processes, policies and procedures at the site or within the function which includes but is not limited to: succession planning, leadership selection and assessment, leadership development planning

- Actively engage, coach and educates supervisors and HR Business partners in the team effectiveness process including assessments, design and developing leadership off-sites,

- Build, coach and facilitate effective teams through the effective use of tools, team building activities, development activities and supporting the leaders in creating an engaged environment.

- Act as the OD advisor by advocating practices that improve team effectiveness, systems thinking, personal mastery, employee engagement and continuous improvement.

- Manage the Individual Development of High Potential Talent

- Champions the individual development of focused top talent managers, supervisors and emerging leaders at the site/function.

- Leads the individual development planning processes for organization (site/functional managers) (i.e., front line supervisors, mid-managers and key site leaders).

- Educates senior leaders on individual development best practices and facilitates the overall implementation of career mapping of high potentials, emerging leaders and managers included as successors the site's succession plans

- Provide TMOD Guidance and Advice

- Act as TMOD consultant by guiding the planning and implementation of practices that nurture the development of a continuous improvement organizational climate.

- Works with the HR and functional leaders to develop organizational strategies that improve site or functional climate and business goals. This may include planning and developing site or functional change management plans, post-survey analysis and action plans (i.e. external and internal surveys), and senior leadership team development that supports the site/functions focus mission, vision and focus areas.

- Acts in support of the Generation Leadership Development Programs by presenting, facilitating, and/or developing content or support materials for specified programs.

- Supports the Overall Development of the TMOD Team

- Actively contributes to the continuous improvement of the TMOD team by leading special projects, conducting research, analyzing programs, and providing critical feedback that helps solve team problems or improve TMOD processes and practices.

Requirements :

- Bachelor's degree in HR, Organizational Development, Business or related field. Master- s degree preferred.

- 8-10 years of experience in HR-related functions that includes management/leadership development and talent review.

- Knowledge of OD and culture frameworks and tools

- Ability to operate independently with minimal direction from manager.

- Strong problem solving skills

- Demonstrated orientation to understanding the business and business strategy, and the ability to apply talent management process and tools to support strategic business objectives

- Demonstrated personal drive and sense of urgency pushing self and others for results; delivers on results despite obstacles.

- Ability to work in a dynamic team environment

- Proven coaching and influence skills.

- Excellent oral and written communication skills.

Functional Requirements :

Skills -:

- HR domain knowledge, Content design and management skills, Strong computer skills with PC software, including Microsoft Office suite; Intellectual Curiosity; Creativity; Excellent Written, Verbal, and Communication Abilities

- Technology - Survey tools, Working knowledge of MS office suite

- Education - B.A. / B.Com. Master's degree in HR/Psychology preferred

- Experience - 6-8 years (with multi-national), Soft skill training experience of min 3-4 years, experienced in at least one Psychometric tool - Insights, MBTI, DISC or Belbin.

Language - English (req)