Talent Management Specialist - Human Resource

Talent Management Specialist

Function : Human Resources

Reports To : Head - HR CoE

Location : Gurugram, India

Experience : 7 - 14 years

Role Purpose:

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.

4. Leadership & Manager Capability:

- 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:

- 8 - 14 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.

Core Capabilities:

- Talent Management framework design

- Performance Management

- Succession Planning

- Talent Reviews

- Leadership Development

- Talent Analytics

- Stakeholder Management

- Project & Governance Discipline

- Business Acumen

- Change Management

Role Outcome:

Build and strengthen the talent systems required for NIIT 2.0 - enabling stronger performance, leadership depth, succession readiness and internal talent movement.