Talent Management Lead - HR Business Partner

Role Purpose: Talent Management Lead for AMESA (Asia, Middle East, South Africa) is a senior HR leadership role in AMESA, accountable for designing and executing the regional talent development strategy, building strong talent pipelines and bench-strength, and shaping the future-ready workforce for the business. This role spans Talent Acquisition, Talent Management, Diversity & Inclusion, Campus Hiring, Capability Development, Performance Management, Employee Engagement, and Communications, while also leading the flagship skill enhancement initiative for blue-collar employees. The incumbent will serve as a strategic advisor to business and HR leadership, driving a culture of high performance, inclusion, and continuous learning across 8 manufacturing units and the AMESA Regional Office. The person will also be taking care of HRBP - Sales and CS. Key Responsibilities: 1. Talent Acquisition, Diversity & Campus Hiring: - Lead strategic hiring plans for critical and volume roles across AMESA. - Build and sustain campus hiring programs to create strong early-career talent pipelines. - Champion diversity and inclusion hiring strategies across manufacturing and functional roles. - Strengthen employer branding to attract and retain diverse talent pools. 2. Talent Strategy, Development & Pipeline: - Design and deliver the AMESA Talent Development Strategy aligned with business growth and future capability needs. - Build robust succession pipelines and bench strength for leadership, technical, and critical roles. - Drive execution of Individual Development Plans (IDPs), Career Development Plans (CDPs), and leadership development journeys. - Partner with business leaders to anticipate talent gaps and implement proactive solutions. 3. Performance Management & Capability Building: - Lead the design, execution, and continuous improvement of the Performance Management System (PMS). - Ensure strong goal-setting, performance differentiation, and feedback culture across AMESA. - Drive critical skill development programs, including digital, technical, and behavioral capabilities. - Hold accountability for E-learning adoption and effectiveness, ensuring access to world-class learning platforms. - Oversee skill enhancement and certification of blue-collar employees. 4. Employee Engagement & Communications: - Drive innovative employee engagement strategies that strengthen the employee experience and culture. - Lead internal & external communications strategy to execution to ensure clarity, transparency, and inspiration in messaging as per company standards. - Leverage engagement surveys and listening tools to identify gaps and create action plans. 5. Stakeholder Management & Leadership: - Influence and partner with senior leaders across geographies and functions to drive the talent agenda. - Facilitate complex and sensitive conversations with credibility, empathy, and business focus. - Provide thought leadership and serve as a trusted advisor to HR and business leadership. - Collaborate with Plant HR leaders, regional HR teams, and global COEs for consistent delivery. Qualifications & Experience: - Education: Masters Degree in Human Resources / Business Administration or equivalent. - 8+ years of progressive HR experience, with a focus on Talent Management, Capability Development, and Performance Management. - Proven track record in designing and executing large-scale talent and capability strategies. - Experience in managing multi-country, diverse, and manufacturing-intensive environments preferred. Skills & Competencies: - Expertise in Talent Acquisition, Talent Management, PMS, and Learning & Development. - Hands-on experience in Darwinbox, including workflow management, goal-setting modules, performance cycles, and HR process automation. - Strategic thinking with strong program design and execution capability. - Strong influencing skills to manage senior stakeholders and navigate complexity. - Excellent communication, facilitation, and conflict resolution abilities. - High adaptability, resilience, and ability to manage sensitive and challenging conversations. Key Success Metrics: - Effective rollout and impact of Talent Development Strategy across AMESA. - Improved benchstrength and succession pipeline for critical roles. - Increased effectiveness and adoption of Performance Management System. - Growth in diversity representation and retention of early-career talent through campus hiring. - Enhanced employee engagement and satisfaction with communication and learning. - Demonstrated uplift in workforce capabilities through Yantrashala and critical skill programs.