Talent Management

Role Overview

Lumax is looking for an experienced HR professional to drive Talent Management, HR Analytics, Business Partnering, and Learning & Development initiatives. The role will work closely with business leaders and HR teams to translate business requirements into effective people strategies, strengthen talent pipelines, and use HR data and analytics to support decision-making.

Key Responsibilities

1. Talent Management

• Drive the organization's Talent Management framework across business functions.
• Support talent identification, talent reviews, succession planning and career development.
• Identify high-potential and critical talent and maintain talent pipelines.
• Support 9-box assessments, talent reviews and succession planning.
• Track individual development plans and career progression.
• Partner with business leaders to identify critical roles and succession requirements.
• Develop and monitor talent-retention initiatives.

2. HR Business Partnering

• Act as an HR Business Partner for assigned functions/business units.
• Work closely with business leaders to understand manpower, talent and organizational requirements.
• Provide HR insights and solutions related to performance, employee engagement, retention, capability building and organization development.
• Support workforce planning and manpower budgeting.
• Partner with functional heads on organizational structure, role requirements and employee development.
• Drive HR policies and processes within the assigned business/function.

3. HR Analytics & MIS

• Develop and maintain HR dashboards and MIS reports for management.
• Analyse key HR metrics including:
  • Headcount
  • Attrition
  • Manpower cost
  • Recruitment
  • Absenteeism
  • Performance
  • Internal movement
  • Talent pipeline
  • Training effectiveness
  • Employee engagement
• Use Excel / Power BI / HRIS to generate meaningful HR insights.
• Identify trends and provide data-driven recommendations to HR and business leadership.
• Prepare monthly/quarterly HR analytics reports and management presentations.

4. Learning & Development

• Identify training and capability-building requirements in partnership with business leaders.
• Drive Training Needs Analysis (TNA) and annual training calendars.
• Coordinate technical, functional, behavioural and leadership development programs.
• Monitor training participation, effectiveness and ROI.
• Develop learning interventions for Hi-Potential employees, first-time managers and leadership talent.
• Track employee development plans and training completion.

5. Performance Management

• Drive the annual Performance Management / Appraisal process.
• Coordinate goal setting, mid-year reviews and year-end performance evaluation.
• Support performance calibration and talent review discussions.
• Analyse performance data and identify capability/development gaps.
• Link performance outcomes with development and succession planning.

6. Employee Engagement & Retention

• Support employee engagement initiatives and engagement surveys.
• Analyse employee feedback and recommend improvement initiatives.
• Track attrition trends and identify retention risks.
• Work with business leaders on employee experience and retention strategies.

7. HR Projects & Transformation

• Lead/participate in strategic HR projects related to talent, analytics, organization development and capability building.
• Drive HR process improvement and automation.
• Support implementation and effective utilization of HR technology/HRIS.
• Prepare presentations and dashboards for senior management.

Key HR Analytics / KPIs

The candidate should be comfortable tracking and analysing:

Talent:
High Potentials | Critical Positions | Succession Coverage | Talent Pipeline | Internal Mobility | Promotions

Workforce:
Headcount | Manpower Budget | Attrition | Absenteeism | Employee Cost | Productivity

Performance:
Performance Distribution | Goal Achievement | Calibration | Development Plans

L&D:
Training Hours | Training Coverage | Training Effectiveness | TNA | Leadership Development

Engagement:
Engagement Scores | Employee Feedback | Retention | Engagement Action Plans

Candidate Profile

• MBA/PGDM in HR from a reputed institute preferred.
• 8+ years of HR experience with strong exposure to Talent Management and HR Business Partnering.
• Experience in automotive / auto components / manufacturing will be preferred.
• Strong experience in Talent Management, Performance Management and Learning & Development.
• Good understanding of HR analytics, MIS and dashboards.
• Strong stakeholder-management and business-partnering skills.
• Experience working with senior business leaders and functional heads.
• Strong analytical, communication and presentation skills.
• Good proficiency in MS Excel and Power BI preferred.
• Experience with HRIS/SAP SuccessFactors or similar HR technology will be an advantage.