DM - Talent Management

Job Title: Deputy Manager – Talent Management

Location: Hyderabad / Bangalore

Experience: 7–9 years

Function: Human Resources

Role Summary

We are looking for a dynamic and passionate Deputy Manager – Talent Management / Development to lead and drive employee engagement and culture-building initiatives across the organization. This role will play a critical part in shaping a high-performing, inclusive, and growth-oriented workplace by designing impactful engagement programs, strengthening organizational culture, and enabling structured career development pathways.

Key Responsibilities

1. Employee Engagement Initiatives

• Design and implement comprehensive employee engagement strategies aligned with organizational goals
• Drive regular engagement surveys (e.g., pulse surveys, annual engagement surveys) and convert insights into actionable plans
• Partner with business leaders to enhance engagement scores and improve employee experience
• Plan and execute engagement programs, events, and recognition initiatives
• Monitor engagement metrics and recommend continuous improvements

2. Culture Building & DEI Programs

• Champion organizational culture initiatives that reinforce company values and behaviors
• Design and drive Diversity, Equity & Inclusion (DEI) programs across the employee lifecycle
• Collaborate with leadership to embed inclusive practices and foster a sense of belonging
• Develop campaigns and interventions that promote cross-cultural collaboration and inclusivity
• Track and report DEI metrics and impact

3. Career Development Frameworks

• Develop and implement structured career development frameworks and progression pathways
• Build competency frameworks, career architecture, and internal mobility programs
• Partner with L&D and business teams to map role-based learning journeys
• Enable managers to drive meaningful career conversations and development planning
• Support succession planning and talent pipeline development

Key Skills & Competencies

• Strong understanding of employee engagement and organizational development practices
• Proven experience in designing and executing culture and DEI initiatives
• Exposure to career frameworks, talent reviews, and succession planning
• Excellent stakeholder management and influencing skills
• Strong analytical and problem-solving capabilities with a data-driven mindset
• Exceptional communication and presentation skillsas

Qualifications

• MBA/PGDM in HR or related field preferred
• Relevant certifications in OD, DEI, or Talent Management are an advantage

Experience Required

• 7–9 years of experience in Talent Development, Employee Engagement, or HR Business Partnering roles
• Demonstrated experience in leading organization-wide engagement or culture initiatives
• Experience working in fast-paced, matrixed organizations is preferred

What Success Looks Like

• Improved employee engagement scores and participation levels
• Clear and effective career development frameworks in place
• Enhanced employee experience and retention

PHYSICAL DEMANDS:
Note: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions as described. Regular eye-hand coordination and manual dexterity is required to operate office equipment. The ability to perform work at a computer terminal for 6-8 hours a day and function in an environment with constant interruptions is required. At times, Team Members are subject to sitting for prolonged periods. Infrequently, Team Member must be able to lift and move material weighing up to 20 lbs. Team Member may experience elevated levels of stress during periods of increased activity and with work entailing multiple deadlines.
A job description is only intended as a guideline and is only part of the Team Member’s function. The company has reviewed this job description to ensure that the essential functions and basic duties have been included. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate.