Manager - Talent Management

Job Summary

The incumbent will be part of Zeta s talent management CoE. The individual will be expected to contribute towards building the overall talent strategy at Zeta and ensuring its translation into meaningful programs and initiatives that shape the employee experience. A key focus of the role is to work on initiatives across talent planning, career development, performance management, competency creation and engagement with the People Success team to create a culture focused on unparalleled learning and career growth.

Responsibilities

Career architecture and competencies

• Design job families, levels, career ladders and levelling criteria.
• Build functional and leadership competency frameworks with behavioural indicators for each level.
• Redesign the architecture when roles or structures change.

Performance management

• Design and run the full performance cycle: goals (OKRs or KPIs), check-ins, reviews and calibration.
• Link performance outcomes to promotions, rewards and development.

Talent reviews and succession

• Design and run regular talent reviews that assess employees on both performance and potential.
• Identify high-potential employees, critical talent and retention risks across the organisation.
• Identify critical roles and build succession plans for them, with successors mapped by how ready they are.
• Design development plans for successors and high-potential employees.
• Track pipeline health through bench strength, successor readiness and internal fill rates.

Organisational change and design

• Assess the impact of restructures on roles, levels and career paths.
• Design and run the people side of each transition.

Talent strategy and analytics

• Build the talent strategy and the annual talent calendar.
• Track talent metrics: performance distribution, internal mobility, bench strength and regretted attrition.

Skills

• analytical and data interpretation skills.
• HRIS platforms such as Darwinbox, Workday, or SuccessFactors.
• talent management and organisational development practices.

Experience Qualification

• MBA in Human Resources or a related field.
• 6-8 years of experience in Talent Management or Organisational Development, preferably in a Consulting, Technology, or Fintech organisation.
• Hands-on experience in designing career architecture, competency frameworks, and performance management systems.
• Experience in talent reviews, succession planning, and organisational change.

Disclaimer: This job posting has been aggregated from external source. Role details, content, and availability are subject to change. Applicants are advised to confirm the latest information directly on the company website before applying.