Talent Management Manager - Human Resources

In India, Bosch is a leading supplier of technology and services in the areas of Mobility Solutions, Industrial Technology, Consumer Goods, and Energy and Building Technology. Additionally, Bosch has in India the largest development center outside Germany, for end-to-end engineering and technology solutions. The Bosch Group operates in India through twelve companies: Bosch Limited – the flagship company of the Bosch Group in India – Bosch Chassis Systems India Private Limited, Bosch Rexroth (India) Private Limited, Bosch Global Software Technologies, Bosch Automotive Electronics India Private Limited, Bosch Electrical Drives India Private Limited, BSH Home Appliances Private Limited, ETAS Automotive India Private Limited, Robert Bosch Automotive Steering Private Limited, Automobility Services and Solutions Private Limited, Newtech Filter India Private Limited and Mivin Engg.Technologies Private Limited. In India, Bosch set-up its manufacturing operation in 1951, which has grown over the years to include 16 manufacturing sites, and seven development and application centers. The Bosch Group in India employs over 30,500 associates and generated consolidated sales of about Rs. 26,827 crores (3.1 billion euros) in fiscal year 2021-22 of which Rs. 24,406 crores (2.8 billion euros) are from consolidated sales to third parties. Bosch Limited is the flagship company of the Bosch Group. It earned revenue of over Rs. 11,782 crores (1.39 billion euros) in fiscal year 2021-22.
Additional information can be accessed at www.bosch.in

A) Strategic Workforce Planning:

• Support the deployment of Strategic Workforce Planning (SWP) framework using quantitative analysis and predictive modelling to analyze organization’s future workforce requirements
• Collaborate with HR Business Partners to develop people imperatives and enable associated talent management measures (job rotations, competence development, career paths, succession planning etc.)  
• Support the diagnosis of the current effectiveness of SWP framework using key HR matrices, data analytics and identify opportunities for continuous improvement.
• Program manage the SWP outcomes for organization leading to Talent strategy

B) Talent Management:

• Consult HR Business Partners and stakeholders (leaders, managers and associates) on specific Talent Management processes such as Performance Management, Talent Review, Succession planning, Career development , Career lattice & Specialist career programs .
• Develop programs , policies, execute and monitor on topics of career paths across various GB and functional areas to encourage fungibility, development and retention of talent.
• Coordinate Talent councils across functions councils to have one view at organization level.
• Support the implementation of Talent development programs that includes enabling structured individual development plans for identified associate pools based on 3Es – Experience, Exposure and Education, communication, and suitable training of stakeholders.
• Develop performance frameworks for diagnosis of current effectiveness of Talent Management programs using key HR metrices, data analytics and identification of opportunities for improvement in line with current and future business strategy
• Gather evaluation data on internal programs, as well as external market trend data, to identify opportunities for continuous improvement of programs and support the implementation of suitable improvements initiatives
• Work closely with other people pillars to drive people excellence across employee-life cycle by way of integrated talent management practices
• Manage Impact EX and other tools to pilot, monitor, feedback and measure the effectiveness of new people initiatives for Talent management & development across employee lifecycle.

Postgraduate (MBA/PGDM) with specialization in HR from a reputed institute

• 7-10 years of deep HR professional know-how and experience in Talent Management
• Experience of working in multinational organizations
• Know how businesses work; knowledgeable in current practices, trends, and information affecting his/her business and organization
• Strong HR acumen, including strong consulting skills, problem-solving skills, critical thinking, and analysis
• Ability to deal with ambiguity
• Excellent Interpersonal, Communication Skills