Manager - Talent Management

About the role

Titan, a leading retail company, is looking for a Manager-Talent Management to join its People Function department in Bengaluru, Karnataka. The role sits within the People Function and focuses on attracting, developing and retaining top talent through leadership development programmes, coaching and mentoring ecosystems, and talent assessments.

Key responsibilities

• Help shape the annual leadership development charter aligned to business strategy, including calendar and budget, and drive its execution
• Run the Emerging Leaders Programme (ELP): manage design, timelines, stakeholder coordination and consultant deliverables, evaluate it against feedback and benchmarks, refresh the leadership journey and engage alumni
• Run the Sales Excellence Programme (SEP): assess sales talent, redesign the programme, align development with mobility outcomes and use data to track readiness and impact
• Support assessment and development of SMT members, including IDP conversations and periodic dashboards on progress
• Coordinate industry immersion programmes and leadership conclave events, and run industry benchmarking studies
• Build a coaching ecosystem with governance guidelines and a pool of internal and external coaches, and strengthen the mentoring programme
• Develop and curate assessment tools such as psychometric tests, simulations, 360-degree feedback and case-based evaluations
• Select and manage leadership consultant vendors, review their performance and recommend actions

Required profile

• MBA in HR, preferably from a premier college
• 4-7 years of experience in leadership development or talent management, preferably in consumer-facing industries
• Experience designing and deploying leadership and talent development interventions and partnering with external partners
• Business savviness, stakeholder management, relationship building and ability to influence

Required skills

• Knowledge of leadership development frameworks and capability gap methods (AC/DC, MSF, performance-potential matrix)
• Knowledge of leadership competency modelling and capability building approaches (coaching, mentoring, executive training)
• Knowledge of psychometric tools