Talent Management & Succession Planning • Develop and institutionalize the Talent Management framework across manufacturing functions. • Identify critical roles and establish succession pipelines. • Drive annual talent review and talent council processes. • Build readiness plans for N-1, N-2, and critical talent pools. • Assess talent risks and succession coverage across business units. • Establish talent dashboards and readiness metrics. • Monitor bench strength and leadership continuity for key roles. Leadership Development • Design structured leadership development journeys for different leadership levels. • Build manufacturing leadership capability in: • Safety Leadership • Lean Manufacturing • Operational Excellence • Strategic Thinking • People Leadership • Financial Acumen • Digital Manufacturing • Change Management • Launch Hi-Potential (HiPo) development programs. • Facilitate executive coaching and mentoring initiatives. • Enable cross-functional and cross-business exposure assignments. Learning & Development Strategy • Develop annual manufacturing L&D strategy aligned to business priorities. • Build technical, functional and behavioral capability frameworks. • Create learning architecture for: • Shopfloor workforce • Engineers • Supervisors • Managers • Functional Leaders • Manufacturing Leadership Team • Establish competency-based learning pathways. • Drive digital learning and blended learning interventions. • Improve training effectiveness and business impact measurement. Workforce Capability Building • Develop future skills framework aligned to manufacturing automation and Industry 4.0. • Conduct organizational capability assessments. • Drive skill-matrix deployment across manufacturing functions. • Identify critical capability gaps and build intervention plans. • Support multi-skilling and cross-skilling initiatives. • Establish certification programs and technical academies. Performance & Potential Assessment • Lead talent assessment and calibration processes. • Build mechanisms for evaluating leadership potential. • Partner with business leaders to identify future leaders. • Drive assessment center and development center initiatives. • Integrate performance, potential, and succession data. Organizational Development • Support organization design initiatives. • Drive employee engagement capability programs. • Enable culture transformation and change management projects. • Lead interventions related to leadership effectiveness. • Create frameworks for internal mobility and career progression. Learning Governance & Analytics • Manage L&D budget and vendor ecosystem. • Build learning dashboards and analytics. • Measure training ROI and effectiveness. • Track succession readiness and talent pipeline health. • Present insights to HR Leadership and Business Leadership teams. • Ensure compliance with statutory and internal learning requirements. Educational Qualification MBA / PGDM in HR from a reputed institute. Certification in Talent Management, OD, Coaching, Psychometric Assessment or Leadership Development preferred. Experience 10–15 years of HR experience. Minimum 5–8 years in Talent Management, Leadership Development, OD or L&D.