This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Talent Management Partner based in India.

This is a hands-on opportunity for an experienced talent professional to drive critical workstreams across performance, career development, compensation, rewards, and broader talent management initiatives. You will turn complex people data and talent challenges into practical, scalable solutions that support business and workforce decisions. The role combines analytical depth with stakeholder consulting, requiring strong judgment and the ability to navigate ambiguity. You will work closely with People Business Partners and functional leaders in a fast-paced, global, remote-first environment. A key part of the role will be improving talent processes through automation, dashboards, data pipelines, and AI-enabled workflows. Your work will help strengthen talent frameworks, improve decision-making, and enable consistent people practices across a growing international organization.

Accountabilities

Own execution of assigned workstreams across performance management, career architecture, promotion processes, compensation, rewards, and broader talent initiatives.
Apply established job evaluation frameworks to assess roles, document evaluation rationale, and identify cases requiring calibration or further review.
Maintain job architectures, career paths, level descriptors, progression criteria, and related documentation as the source of truth.
Partner with People Business Partners to identify gaps in career architecture and recommend updates as roles and organizational needs evolve.
Analyze performance, promotion, compensation, and talent outcomes to identify trends, inconsistencies, and opportunities for improvement.
Conduct market benchmarking and compensation analysis using global market data to support salary structures, pay ranges, hiring, retention, promotion, and workforce decisions.
Maintain rewards and equity datasets, perform defined analyses, and contribute to strategic compensation and rewards reporting.
Coordinate talent management projects by maintaining plans, trackers, dependencies, timelines, and completion reporting.
Build scalable dashboards, standardized reporting templates, automated data pipelines, and quality-control processes for recurring talent analytics.
Use Apps Script, GPT/API-based workflows, and other automation tools to reduce manual effort across reporting, analysis, data validation, and talent operations.
Act as a first point of support for People Business Partners on established talent processes, frameworks, and data, escalating complex or judgment-heavy matters when appropriate.
Analyze business and talent issues, validate underlying data, and develop clear options and inputs to support informed decision-making.
Maintain practical documentation, templates, and resources that enable consistent application of talent management processes across the organization.

Requirements

5+ years of progressive experience in Talent Management, Compensation & Rewards, People Consulting, Performance Management, Organization Design, or a related discipline.
Hands-on experience with compensation, including market benchmarking, salary structures, pay ranges, and compensation design.
Working knowledge of job evaluation methodologies such as Aon, Korn Ferry/Hay, Mercer IPE, or equivalent frameworks.
Strong analytical, data interpretation, and modeling capabilities, with advanced proficiency in Excel or Google Sheets.
Ability to translate complex people and compensation data into clear, actionable recommendations.
Practical aptitude for creating basic Apps Script and ChatGPT/API-based workflows to automate recurring processes and reduce manual effort.
Knowledge of career architecture, job leveling, performance management, and organization design principles.
Strong stakeholder consulting and communication skills, with the ability to explain complex talent and compensation concepts clearly.
Sound judgment and the ability to work effectively through ambiguity while applying established talent and compensation principles consistently.
Experience supporting or operating within a global workforce.
Experience in talent or rewards consulting, including exposure to firms such as Mercer, Aon, WTW, Korn Ferry, Big 4 People Advisory, or similar organizations, is preferred.
Experience in SaaS, technology, or another high-growth environment is preferred.
Exposure to equity compensation, global compensation, or pay-equity analysis is an advantage.
Experience designing or scaling enterprise-level career, performance, or talent frameworks is preferred.

Benefits

Opportunity to work in a global, remote-first environment with colleagues across multiple countries.
Exposure to high-impact talent, compensation, performance, and career initiatives within a rapidly scaling organization.
Flexible working environment designed to support distributed teams and ownership.
Opportunity to work with modern analytics, automation, and AI-enabled tools to improve people operations.
Professional growth through cross-functional collaboration with People Business Partners and functional leaders.
Benefits and compensation package aligned with the local employment framework and applicable company policies.
Equal opportunity employment environment with hiring practices focused on skills, experience, and role requirements.

How Jobgether Works

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Why Apply Through Jobgether

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.