Talent Management Specialist at Interswitch

JOB SUMMARY

• The ideal candidate will be responsible for devising and executing strategies for attracting, retaining, and nurturing top talent, collaborating with HR, hiring managers, and department heads.
• This role demands expertise in talent management, excellent communication, and a proactive approach to aligning initiatives with organizational objectives.

JOB RESPONSIBILITIES

Talent Acquisition:

• Collaborate with hiring managers to define job requirements and develop effective recruitment strategies.
• Source candidates through various channels, including job boards, social media, professional networks, and employee referrals.
• Conduct interviews, assess candidates' qualifications, and make recommendations for hiring decisions.
• Manage the onboarding process for new hires, ensuring a smooth transition into the organization.

Employee Development:

• Identify training and development needs across the organization through performance evaluations and skills assessments.
• Design and implement training programs to enhance employee skills and competencies.
• Provide coaching and support to employees and managers to facilitate career growth and development opportunities.
• Monitor the effectiveness of training initiatives and adjust programs as needed to meet evolving needs.

Performance Management:

• Establish performance management processes, including goal setting, regular feedback, and performance evaluations.
• Work with managers to address performance issues and develop improvement plans when necessary.
• Recognize and reward high-performing employees through performance incentives and recognition programs.
• Analyze performance data to identify trends and areas for improvement in performance management practices.

Succession Planning:

• Identify key positions within the organization and develop succession plans to ensure continuity of talent.
• Assess internal talent pools and identify high-potential employees for future leadership roles.
• Implement strategies to develop and groom successors through mentoring, training, and stretch assignments.
• Monitor progress and adjust succession plans as organizational needs change.

HR Strategy: Strategic Planning:

• Collaborate with HR leadership to define TM priorities that support HR’s strategic objectives.
• Conduct comprehensive assessments of HR processes, policies, and programs to identify strengths, weaknesses, and opportunities for improvement.
• Develop long-term HR strategies and roadmaps aligned with business goals, ensuring a proactive and future-focused approach to workforce management.

EDUCATIONAL QUALIFICATION(S) and CERTIFICATION

• University/Post Graduate Degree in Human Resource Management or a relevant discipline. A masters’ degree will be an advantage
• A recognized professional certification will be an added advantage e.g. CIPM, SPHRi, SHRM, CIPD etc.

EXPERIENCE

• Minimum 7 years experience in talent management, recruitment, and employee development, preferably in a corporate environment.
• Minimum of 2 years of experience in leading and inspiring a team, fostering a positive and collaborative work environment within HR shared services.
• Strong understanding of HR principles and best practices, including talent acquisition, performance management, and succession planning.
• Excellent communication and interpersonal skills, with the ability to build relationships at all levels of the organization.
• Demonstrated ability to lead and execute talent management initiatives independently and collaboratively.
• Proficiency in PowerPoint presentation and data analytics tools for reporting and analysis.
• Certification in HR (e.g., PHR, SHRM-CP) is a plus.
• Strong organizational skills and attention to detail.
• Ability to thrive in a fast-paced, dynamic environment and adapt to changing priorities.
• Commitment to maintaining confidentiality and professionalism in handling sensitive HR information.