Senior Talent Management

Job Overview And Responsibility

Strategic: • Lead the development of the overall strategy for rewards, performance, talent management, and HR Operations for CIL Ltd • Ensure all policies and procedures for rewards, performance, and talent management are in line with the overall organizational strategy • Prepare strategic reports for the CHRO that highlight key findings, outline potential risks, and provide strategic recommendations, including opportunities for technological enhancements in HR systems • Escalate significant findings, improvement areas, and strategic recommendations to the Chief Human Resources Officer (CHRO) for strategic oversight and decision-making Functional: Compensation and Benefits Management • Conduct comprehensive market research, benchmark internal compensation packages against industry standards, and perform job evaluations to ensure internal equity • Design attractive yet cost-effective compensation packages including health, retirement, and wellness programs • Ensure adaptability of compensation structures to changes in financial objectives and talent acquisition strategies • Lead the creation and administration of benefits programs, including enrollment and updates, addressing employee queries Employee Rewards and Recognition Programs • Develop and launch employee recognition programs to boost morale and engagement • Conduct regular reviews of compensation and benefits programs and appraisal outcomes to assess effectiveness and employee satisfaction • Regularly review and update the organization's salary structure, including salary bands and ranges for various job positions, to ensure competitive and equitable compensation • Oversee the hiring salary approval process, ensuring offers are competitive, equitable, and in line with budgetary constraints and overall reward strategies Talent Development and Succession Planning • Develop comprehensive HR policies and guidelines for talent development and succession planning • Identify key positions critical for long-term success and create succession plans outlining potential successors and development paths • Engage with senior management and department heads to ensure successful implementation of talent development and succession plans, gathering feedback for refinement Performance Management Systems • Develop and maintain performance management systems with well-defined indicators, feedback mechanisms, and integrated appraisal processes • Ensure alignment of performance metrics with business targets and strategic objectives • Implement performance management systems across the organization, monitor effectiveness, and conduct regular evaluations to measure progress and drive improvement