Talent Management & Succession Planning

Employment Type: Full-Time

Level: Mid-Level to Senior

We are seeking a strategic, people-focused, and analytical Talent Management & Succession Planning professional to lead talent identification, succession planning, leadership development, career management, and organizational capability initiatives. This role will work closely with HR leadership and business stakeholders to ensure the organization has the right talent, leadership pipeline, and workforce capabilities to support long-term business growth.

• Develop and implement talent management strategies aligned with business objectives and organizational priorities.
• Design and maintain comprehensive succession planning frameworks for critical positions and key leadership roles.
• Identify high-potential employees and critical talent through structured talent reviews and assessment processes.
• Conduct regular talent reviews with business leaders and HR stakeholders to assess performance, potential, readiness, and development needs.
• Develop succession pipelines for critical positions and establish short-term and long-term succession plans.
• Assess talent gaps, leadership capabilities, critical skills, and future workforce requirements.
• Develop individual development plans (IDPs) for high-potential and succession candidates.
• Design and implement leadership development programs, career development initiatives, mentoring, and coaching frameworks.
• Partner with business leaders to identify critical roles, key capabilities, and future leadership requirements.
• Develop talent pools and career pathways to support internal mobility and employee retention.
• Establish competency frameworks, career architecture, job families, and capability models where required.
• Monitor employee performance, potential, readiness, career aspirations, and development progress.
• Use talent analytics and workforce data to identify trends, risks, capability gaps, and succession priorities.
• Develop talent dashboards, reports, metrics, and management presentations for senior leadership.
• Track succession coverage, talent readiness, critical-role vacancies, retention risks, and development outcomes.
• Coordinate assessment centers, talent assessments, psychometric assessments, and leadership evaluations where appropriate.
• Work closely with Learning & Development teams to align development programs with identified talent and succession needs.
• Partner with Recruitment teams to develop external talent pipelines for positions where internal successors are unavailable.
• Support internal mobility, promotions, rotations, secondments, and career progression initiatives.
• Develop strategies to retain high-potential employees and critical talent.
• Identify organizational capability gaps and recommend targeted development, hiring, or restructuring solutions.
• Ensure talent-management practices are fair, consistent, transparent, and aligned with company policies.
• Maintain accurate and confidential talent, succession, competency, and development records.
• Support HR transformation initiatives involving talent technology, HR analytics, digital assessments, and workforce planning.
• Benchmark talent-management practices against industry standards and emerging HR trends.
• Provide strategic advice to senior leaders on talent risks, leadership pipelines, succession readiness, and workforce capability.
• Continuously improve talent management and succession planning processes based on business needs and organizational feedback.

• Proven experience in Talent Management, Succession Planning, Learning & Development, Organizational Development, HR Business Partnering, or a related HR function
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• Strong understanding of talent management frameworks,…