Junior Executive -- Talent Management

Role Overview

The Junior Executive – Talent Management will support the design, execution, and monitoring of talent initiatives across the organization. This role works closely with HR Business Partners, Learning & Development, and business leaders to drive employee engagement, performance, and development, ensuring a strong internal talent pipeline.

Key Responsibilities

1. Talent Programs & Initiatives

• Support the implementation of talent management programs (high-potential programs, succession planning, career development frameworks, etc.).
  
• Coordinate end-to-end activities for talent initiatives, including communication, scheduling, logistics, and feedback collection.
  
• Assist in tracking and reporting on the effectiveness of talent programs using defined metrics.
  

2. Performance Management

• Support annual and mid-year performance review processes by coordinating timelines, communications, and system entries.
  
• Assist managers and employees with queries related to performance goals, KPIs, and appraisal tools.
  
• Consolidate performance data and prepare summary reports/dashboards for HR and leadership review.
  

3. Learning & Development Support

• Coordinate training calendars, nominations, attendance, and feedback for learning interventions.
  
• Work with L&D to identify training needs from performance discussions and manager inputs.
  
• Maintain training records and help generate learning effectiveness reports.
  

4. Talent Analytics & Reporting

• Maintain and update talent databases, trackers, and HR systems (e.g., succession plans, talent profiles, IDPs).
  
• Prepare periodic MIS reports and dashboards on key talent metrics (e.g., bench strength, internal mobility, participation in talent programs).
  
• Support data analysis for engagement surveys, attrition trends, and development needs.
  

5. Employee Engagement & Career Development

• Assist in planning and executing engagement initiatives, focus group discussions, and feedback sessions.
  
• Help employees understand career paths, development options, and internal mobility processes.
  
• Coordinate mentoring/coaching assignments and track participation.
  

6. Stakeholder Management

• Work closely with HR Business Partners and business leaders to support deployment of talent initiatives within their teams.
  
• Liaise with external vendors/consultants for assessments, training programs, and talent tools as needed.
  
• Ensure timely communication and high-quality support to all stakeholders.
  

Required Qualifications & Experience

• Bachelor’s/Master’s degree in Human Resources, Business Administration, or related field.
  
• 2–3 years of experience in HR, preferably with exposure to talent management, L&D, or performance management.
  
• Familiarity with HRIS/talent management systems and MS Office (Excel, PowerPoint, Word).
  

Skills & Competencies

Technical / Functional

• Understanding of core HR and talent management concepts (performance management, succession, competency frameworks, IDPs).
  
• Strong Excel and reporting skills; ability to handle and interpret HR data.
  
• Experience in coordinating training and HR processes.
  

Behavioral

• Strong communication and interpersonal skills.
  
• High attention to detail and accuracy in documentation and reporting.
  
• Proactive, organized, and able to manage multiple tasks and deadlines.
  
• Ability to work collaboratively with cross-functional teams and stakeholders at different levels.
  
• Customer-service orientation and a positive, solution-focused mindset.
  

Key Performance Indicators (KPIs)

• Timely and accurate execution of talent and performance processes.
  
• Quality and reliability of talent reports and dashboards.
  
• Participation and completion rates for talent and learning initiatives.
  
• Stakeholder satisfaction (managers, employees, and HR partners).