• Post graduation in business administration with a specialization in HR or relevant degree, with minimum of 5 years to a maximum of 14 years, of consultancy / service industry experience
• Professional Human Resources / Senior Professional Human Resource from Society for Human Resources Management / Dale Carnegie Training Certificate
• Developing and implementing effective Talent management strategies and solutions across multiple Lines of Business and Corporate Affairs. These include – succession planning, leadership assessment and deployment, learning and development
• Demonstrated ability to articulate and implement a functional level Talent Management vision, strategy and action road plan / road map
• Demonstrated ability to develop competencies for various work levels and evolve a WTFL Business Leadership Practice
• Possess a detailed knowledge of the internal and external best practices in talent management, including experience in diversity
• Demonstrated ability to work with Senior Management Team by guiding them into talent management practices
• Strong business acumen
• Ability to think strategically and deliver bottom line results
• Excellent oral / written communications, inter personal , presentation, problem solving , coaching and consulting skills
• Innovating processes to deliver learning and development
• Positioning the company and the people – employer and employee branding through talent management practices
• Assertive, self driven , ability to prioritize and result oriented

Our business environment

We have on board quality people, who constantly strive to offer talent management solutions to our customers, in different business environments.

Our Human Resources Department engages itself by creating a business value proposition. We create an environment to spot talent who think strategically and are a part of our business decisions.

We believe that people are sufficiently empowered to influence issues, share knowledge, and have competent people at the right positions to deliver enhanced performance. Working with ambiguity and creating a ‘will to make it happen’ culture ensures that all at WTFL thrive.

• To lead and execute talent management practices that will attract, develop, develop and retain, deploy talent to drive the Corporate and Lines of Business Goals
• To provide for thought leadership, consultative support, project management for key talent management initiatives – career progression, mobility, learning and development, competence mapping, scheduling sabbaticals, calibration of functional / technical competencies, developing innovativeness and creativity
• To institutionalize the culture of a ‘will to make it happen’ by cutting across boundaries and geographies

Key Competencies

• Understanding Business
• Making Complex Decisions
• Creating the new and different
• Keeping on point
• Dealing with trouble
• Focusing on bottom line
• Communicating effectively
• Managing up
• Interpersonal savvy
• Caring about others
• Managing diverse relationships
• Inspiring others
• Acting with honor and character
• Being open, receptive and flexibility
• Balancing Work and Family life
  

Responsibilities

• Do a talent management analysis for effective business partnership with multiple Lines of Business Heads and Vice President Strategic Management and Group HR
• Proactive basis identifies, presents and recommends talent management solutions applicable to line of business resource strategy
• Identify trends and expertise in the internal and external marketplace for the ‘Best’ in Talent Management Practices by keeping up to date with articles, joining news groups, on-line communities, attending conferences and training
• Strategic talent enabler – talent management , succession planning, leadership development , organizational development – strategy alignment, organization design and effectiveness in support of business partners, change navigation – strategic change management, culture and diversity initiatives
• Plan and implement a scientific induction process which permeates in the organization
• Plan and schedule sabbaticals for people and organization value add
• Develop a culture of role models, mentors and coaches across the Lines of Business and Corporate Affairs
• Conduct periodic learning and development need analysis and implement the recommendations of the study
• Review and evaluate the learning and development programs for continuous improvement
• Design Work Levels and counsel the people on their progress w.r.t age*experience
• Develop WTFL Leadership Practices based on defined and mapped competencies
• Provide key project management for implementation of next generation of talent management practices
• Ability to make independent decisions around day-to-day occurrences while considering the wider impact of decisions and plans on other areas.
• Possess a detailed working knowledge of business area that support talent
• Drives process improvement initiatives
• Work with cross business and cross cultures to develop a network and database of talent across all lines of business
• Support business diversity aspirations
• Assist with the development of key performance indicators that help drive the talent management process by using measures to ensure the retention of people
• Ensures high quality talent care, which may necessitate out of office hours working
  

Accountability

• To ensure that the specified objectives are met with quantifiable measurements
• To ensure that the responsibilities offered, with the autonomy are honored
• To develop an annual operating plan for the function, which will merge into the overall Line of Business and Human Resources Annual Operating Plans respectively
• To develop and retain talent which partakes in the ‘will to make it happen’ culture