Director - Talent Management

GSPANN is seeking a seasoned HR leader to design and enhance talent processes, practices, and systems that strengthen our people strategy. The role involves creating impactful, scalable talent solutions and driving their successful deployment across HR teams.

If you’re passionate about enabling growth and believe people are an organization’s greatest advantage, we’d love to connect!

Performance Management System

• As a center of excellence (COE) for Performance Management System (PMS), design and continuously enhance critical talent processes to drive effective outcomes.
• Own, foster, and execute the current performance management system which promotes fairness and meritocracy.
• Continuously assess evolving business and employee needs to identify opportunities for performance improvement and organizational growth.
• Identify on-ground performance challenges across business levels and strengthen the organization’s performance management framework to drive a culture of excellence and high achievement.
• Assess and train the HR team on leading talent and performance management practices, working together to implement the right systems and processes for organizational success.

Succession Planning

• Oversees the updating and review of succession planning data for the eligible employees.
• Ensure that updates and reviews of the Succession Planning (SP) module are completed within the defined timelines.
• Keep management and key stakeholders — including the Talent Acquisition team — informed about the Leadership Cover Index and outcomes of the succession planning exercise.

Employee Engagement

• Drive business engagement and lead the implementation of key initiatives across the HR agenda, including Talent Management, Performance, and Change Management, ensuring effective stakeholder alignment and collaboration.
• Lead the annual employee feedback survey, driving end-to-end execution, analysis, and action planning to translate insights into measurable improvements.
• Co-own and manage the employee engagement calendar in partnership with the Talent Management team, ensuring initiatives foster a strong, inclusive, and high-performance culture.
• Collaborate closely with business leaders, Employee Relations, and HRBPs to design, deploy, and sustain HR programs that support organizational priorities.
• Continuously review engagement insights from surveys, feedback channels, and leadership discussions to refine and evolve engagement strategies—adding, enhancing, or retiring initiatives to align with changing business and employee needs.

Employer Branding

• Co-lead the employer branding initiative, taking ownership of project deliverables, milestones, and overall timelines.
• Collaborate with internal and external teams to ensure seamless execution and timely delivery of all activities aligned with the branding strategy.

CSR Activities

• Plan, execute, and monitor all CSR initiatives in alignment with the organization’s values and community impact goals.
• Collaborate with NGOs, community partners, and internal teams to design and implement impactful CSR programs.
• Track outcomes and prepare reports to measure social impact, ensure compliance, and highlight the organization’s contribution to sustainable development.

Rewards and Recognition

• Design, execute, and lead the overall Rewards and Recognition (R&R) strategy and framework.
• Own and anchor all R&R programs and initiatives, including Frontier, iUtsav, Champ, Talent Meets, and others.
• Collaborate with the Employee Relations (ER) team and key stakeholders to ensure the timely and impactful delivery of all R&R initiatives.
• Continuously evaluate and enhance R&R programs to ensure alignment with organizational goals and evolving employee engagement needs.

Talent Assessment

• Lead the talent assessment and deployment process for mid- to senior-level leaders through structured forums such as Talent Councils.
• Ensure seamless, timely, and aligned information flow across all talent and performance processes — including Performance Management Systems (PMS), Talent Council outcomes, and succession planning.

Communication

• Own and drive the organization’s employee communication strategy — ensuring consistent, engaging, and transparent messaging across all levels.
• Continuously identify and implement innovative communication practices to enhance employee engagement, reach, and effectiveness.

New Projects

• Stay informed about the latest trends and best practices in talent management, continuously assessing their relevance and potential value for the organization.
• Understand, implement, and optimize comprehensive talent management methodologies and processes, with a strong focus on leveraging technology-driven tools such as HRIS and other talent management systems to enhance efficiency and impact.

• PGDHRM or MBA in HR, with 15+ years post-qualification experience in Human Resources.
• Proven experience in effectively prioritizing workload to meet deadlines and work objectives.
• Keen interest and inclination towards conceptualizing and designing HR initiatives.
• Drive for results, decision making, customer focus, business acumen, taking ownership, withstanding pressure, HR analytics, assessment and competency tool.
• Demonstrated ability to write clearly, succinctly, and in a manner that appeals to a wide audience.
• Expert-level proficiency in MS-Office Suite-PowerPoint and Excel.