Job Purpose:

Responsible for leading the organization’s end-to-end talent management agenda, including talent strategy, succession planning, leadership pipeline development, performance management, career development, employee retention, and talent governance.

Key Accountabilities:

1. Talent Strategy & Workforce Planning

Develop and implement the talent management framework aligned with business objectives.
Partner with business leaders and HRBPs to identify current and future capability needs.
Identify critical roles, skills gaps, and talent risks across the organization.

2. Succession Planning & Talent Pipeline

Lead succession planning for critical and leadership roles.
Identify high-potential employees and build structured development plans.
Build internal talent pools to support business continuity and future growth.

3. Performance Management

Manage and improve the performance management cycle, including goal setting, reviews, and calibration.
Ensure performance outcomes are linked to development, career growth, and succession planning.
Coach leaders on effective performance conversations and fair evaluation practices.

4. Learning, Development & Career Growth

Identify development needs and support leadership and talent development programs.
Work with L&D to implement career pathways, mentoring, coaching, and capability-building initiatives.
Monitor development plan progress and evaluate program effectiveness.

5. Employee Engagement & Retention

Develop retention initiatives for high-performing and high-potential employees.
Analyze engagement, turnover, performance, and mobility data to identify risks.
Recommend retention actions in partnership with HRBPs and business leaders.

6. Talent Review & Assessment

Manage talent assessment tools, competency frameworks, 9-box grid reviews, and potential assessments.
Ensure talent identification is fair, consistent, and evidence-based.
Use performance, potential, capability, experience, and business impact to support talent decisions.

7. Governance & Reporting

Lead HR projects related to talent, performance, leadership development, and succession planning.
Ensure talent policies, processes, and tools are documented and communicated.
Prepare executive reports on talent health, succession readiness, development progress, and retention risks.

Qualifications

Bachelor’s degree in Human Resources, Business Administration, or a related field.
Master’s degree or professional certification is preferred.
CIPD, SHRM, HRCI, or Talent Management certification is an advantage.

Experience

7–9 years of experience in HR, talent management, organizational development, performance management, or learning and development.
Experience leading succession planning, performance management, talent reviews, and leadership development initiatives.
Experience partnering with senior leaders and managing HR projects.

Panda Retail Company – Savola Group

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