Sr. Talent Management and OD Executive

Company Description Confidential is a professional platform presence owned and operated by Viral Audience. While various job listings may be tagged to the Confidential page, these postings are not formally affiliated with the page, as LinkedIn allows any employer to associate jobs with any page name. Applicants are encouraged to review each opportunity carefully and verify employer details before applying. Confidential serves as a neutral page name that is frequently linked to diverse job postings, reflecting a broad range of industries and roles.Job PurposeTo design and drive the organization's talent strategy and organizational development initiatives, ensuring the company has the leadership capability, workforce structure, and performance culture needed to support aggressive growth in the automotive markets. This role bridges people strategy with business outcomes — building pipelines, shaping culture, and strengthening organizational effectiveness to deliver high-quality and exceptional customer experiences.Key ResponsibilitiesOrganizational DevelopmentLead organizational design and restructuring initiatives to support expansion and operational efficiency.Drive culture transformation aligned with the company's values of collaboration, accountability, and customer-centricity.Design and implement change management frameworks for new processes, systems, and market entries.Conduct workforce planning and capability gap analysis to ensure the right structure for current and future business needs.Create employee engagement strategies, including employee satisfaction surveys, action planning, and feedback loops.Develop and conduct job analysis for all roles across the organization, ensuring accuracy in role scope, reporting lines, and skill requirements.Create, maintain, and periodically review job profiles (job descriptions, job specifications, competency requirements) for all levels — from entry-level to senior management.Talent ManagementDevelop and execute a comprehensive talent management framework covering talent reviews, succession planning, and high-potential identification.Build and maintain leadership pipeline programs to prepare internal talent for senior and critical roles.Oversee the performance management system — ensuring it drives accountability, continuous feedback, and data-driven decisions.Design career pathing and competency models specific to the automotive value chain (sales, aftersales, supply chain, etc.).Manage the end-to-end talent review process (e.g., 9-box grid) across the organization.Policies, Procedures & WorkflowsDevelop, draft, and maintain comprehensive HR policies and procedures that align with business objectives and legal/regulatory requirements.Ensure policies are communicated effectively and consistently applied across all levels.Regularly review and update company procedures and workflows to reflect changes in the business environment, labor law, and operational needs.Communicate with department heads to document and standardize cross-functional workflows that impact talent processes (e.g., onboarding, promotion, transfer, exit, and internal processes).Learning & DevelopmentEstablish a learning strategy that builds technical, leadership, and behavioural capabilities.Partner with functional heads to identify skill gaps and design targeted development interventions.Identify and manage external training partners, certifications, and e-learning platforms.Track ROI on development programs and continuously improve learning offerings.HR Analytics and Department ReportingMaintain and report on talent metrics (retention, promotion rates, succession coverage, engagement scores, etc.).Serve as the central point for all HR data collection, consolidation, and analysis across all HR functions (recruitment, L&D, personnel, employee relations, performance management, etc.).Generate comprehensive semi-annual and annual HR departmental reports that track the performance of all HR functions — including hiring metrics, training ROI, turnover analysis, cost-per-hire, time-to-fill, engagement trends, and compensation benchmarks.Provide data-driven insights and recommendations to the HR Director to support decision-making and identify areas for improvement across the function.Develop dashboards and visual reports that make HR performance data accessible and actionable for business leadership.Drive the adoption and optimization of HRIS and analytics tools to automate reporting and improve data accuracy.Job Requirements Education & Qualifications Bachelor’s degree in Human Resources, Organizational Psychology, Business Administration, or a related field.Relevant certification (CIPD, SHRM-SCP, SPHR, or Organizational Development certificate) is strongly preferred. Experience 5–7 years of progressive HR experience, with at least 2–3 years focused on OD and Talent Management.Experience in the automotive, manufacturing, or industrial sector is preferable.Track record of leading talent reviews, succession planning, and organization design in a fast-growing organization.Experience working in a regional or multi-location business context.