Senior Manager - Talent Management & Leadership Development - BFSI

Role Purpose: We are looking for an experienced Talent Management & Leadership Development professional to build and institutionalize a data-driven, governance-led talent ecosystem. The role will focus on strengthening succession pipelines, developing future leaders, building internal leadership capability, and reducing dependency on external leadership hiring. Key Responsibilities: Talent Management & Architecture: - Drive the execution of the Talent Management framework and governance model. - Build and manage 9-Box talent matrix, HiPo identification models, and talent segmentation. - Integrate performance, potential, assessment, and talent data to enable informed talent decisions. Succession Planning & Leadership Continuity: - Identify and govern enterprise-critical roles and ensure robust succession pipelines. - Build a minimum of two successors for each critical role with clear readiness plans. - Develop bench-strength dashboards and talent risk metrics. - Drive senior management / NRC / Board-level talent discussions and reporting. HiPo & Leadership Acceleration: - Design and execute HiPo identification and acceleration programs. - Develop differentiated leadership cohorts, including Enterprise HiPo and Apex Leadership programs. - Drive experience-led development through stretch assignments, strategic projects, cross-functional exposure, and leadership interventions. Leadership Development: - Build a structured Leadership Development Architecture aligned with business priorities. - Establish role-based leadership academies, development programs, and enterprise leadership forums. - Partner with business leaders to strengthen leadership capability and future-readiness. Talent Governance & Analytics: - Lead Talent Council processes, talent reviews, and calibration workshops. - Use talent analytics and data to drive objective talent decisions. - Track and report key metrics including: 1. HiPo pipeline strength. 2. Successor readiness. 3. Internal fill rates. 4. Leadership attrition risk. 5. Critical-role talent coverage. Stakeholder & Business Partnership: - Partner closely with the CEO, CHRO, ExCo, and Business Heads on leadership pipeline and succession matters. - Influence senior stakeholders on critical talent decisions. - Act as a trusted advisor to leadership on succession, HiPo development, and leadership capability. Candidate Profile: Must Have: - 8 - 10 years of experience in Talent Management, Leadership Development, Organisation Development, or related areas. - Experience working with large BFSI institutions. - Strong hands-on experience in: 1. Talent Management. 2. Succession Planning. 3. HiPo identification and development. 4. Leadership Development. 5. Organisation Development. 6. Talent Governance. 7. Talent Reviews & Calibration. Preferred: - Experience partnering with CHRO / CXO / Management teams on talent and succession discussions. - Exposure to Assessment Centres and Talent Analytics. - Experience in designing and implementing enterprise-wide leadership programs, academies, or leadership development frameworks. - Exposure to global talent management practices followed by leading financial institutions. Critical Competencies: - Strong strategic thinking with execution orientation. - Excellent CXO-level stakeholder management. - Data-driven and analytical approach to talent decisions. - Strong influencing and consulting skills. - Ability to influence without authority. - High ownership, maturity, and institutional mindset. - Strong business orientation with the ability to translate talent strategy into measurable outcomes.