Talent Management

Talent Management (TM / COE)

Role Summary

At AssetPlus, the Talent Management role will be responsible for designing and scaling core people frameworks that enable performance, growth, and engagement across the organization.

This role sits at the center of building organizational capability - owning performance management, learning & development, leadership development, and engagement frameworks, while ensuring strong adoption across business teams in partnership with HRBPs.

Key Responsibilities

Performance, Talent & Succession

• Design, define, and evolve performance management philosophy and systems (PMS), including goal setting, review cycles, calibration, and performance conversations
• Drive governance, cadence, and execution rigor across performance cycles to ensure consistency and quality
• Implement structured approaches for performance, development, and career discussions across levels
• Drive talent review and succession planning processes, including identification and development of high-potential talent
• Build frameworks to strengthen leadership pipelines and future-ready talent

Compensation, Rewards & Benefits

• Define and evolve compensation philosophy aligned with business and talent strategy
• Build and manage reward frameworks, including benchmarking, salary structures, and total rewards strategy
• Support and manage increment cycles, incentive plans (STIP/LTIP), and executive compensation frameworks
• Ensure alignment of rewards with performance and business outcomes
• Drive clarity and communication of total rewards to enhance employee understanding and value perception

Engagement, Surveys & Insights

• Lead employee engagement initiatives (ESAT surveys), including survey design, insights generation, action planning, and impact tracking
• Drive structured and continuous listening mechanisms including surveys, focus group discussions (FGDs), and skip-level/connect sessions
• Own stay and exit interview frameworks and convert insights into actionable improvements
• Build strong feedback loops to continuously improve employee experience

Learning, Leadership & Capability Development

• Own and scale learning and development programs (behavioral and functional training)
• Identify internal and external training interventions to address competency gaps
• Drive leadership development initiatives for managers and emerging leaders
• Implement 360-degree feedback, coaching, and leadership effectiveness frameworks
• Design, measure, and continuously improve effectiveness of learning programs and capability-building initiatives

Career Frameworks & Workforce Planning

• Define career frameworks, growth paths, and capability-building plans across functions
• Support workforce planning and capability development in partnership with HRBPs and business leaders
• Contribute to organizational design and change management initiatives

Analytics, Systems & Continuous Improvement

• Build and maintain HR analytics dashboards (performance, engagement, attrition, talent metrics)
• Use data to generate insights and drive continuous improvement in talent programs
• Establish methodologies to measure effectiveness and impact of programs and processes

Stakeholder Management, Governance & Execution

• Partner closely with HRBPs, Talent Acquisition, and HR Operations to ensure seamless execution of people initiatives
• Collaborate with business leaders to understand short- and long-term talent needs and priorities
• Provide thought leadership on people strategy, organizational effectiveness, and change interventions
• Drive adoption of talent frameworks across diverse teams and business units
• Establish governance mechanisms, review forums, and operating cadences to ensure consistent execution and accountability

Employer Branding & Culture

• Drive employer branding initiatives internally (culture, engagement, learning narratives)
• Contribute to building a high-performance, high-engagement culture
• Support initiatives that strengthen leadership capabil

What Success Looks Like

• Consistent, credible, and well-governed performance management across teams
• Strong talent pipelines and succession depth across critical roles
• High-quality engagement insights with visible, tracked, and sustained action
• Scaled L&D and leadership programs with measurable business impact
• Clear career paths and growth visibility for employees
• Data-driven talent decisions enabled through strong analytics
• High trust and effective collaboration with HRBPs, TA, HR Ops, and business leaders

Qualifications

• Master's degree in Human Resources, Business, or a related field from Tier 1 institute preferably XLRI, TISS, XIMB etc
• 8-10 years of HR experience with strong exposure to Talent Management / COE roles
• Proven experience designing and implementing performance, engagement, L&D, leadership development, and rewards frameworks
• Strong program management, governance, and stakeholder management capabilities
• Experience working in complex, fast-paced, and high-growth environments
• Strong analytical mindset with experience using data to drive decisions
• Ability to influence, collaborate, and drive adoption across diverse teams
• Should be willing to relocate to Chennai and work from office 5 days week

Good to Have

• Experience in fintech, SaaS, or high-growth startups
• Exposure to building talent frameworks from scratch or scaling them
• Familiarity with HR tech, analytics tools, and automation