About Company: Porter is a prominent logistics company in India specialising in on-demand delivery and transportation services. Founded in 2014, Porter provides solutions for businesses and individuals, including intra-city logistics, courier services, and last mile delivery. With a tech-driven approach, Porter operates via a mobile app that allows users to book mini trucks, two-wheelers, and other vehicles for various logistics needs, from furniture moving to package delivery. Role Description: General Manager - Talent Management (L&OD) Position Overview We seek a leader to spearhead talent and organisational transformation within our dynamic, fast-growing company. As the Head of Talent and Organizational Transformation, you will drive cutting-edge strategies to align our talent initiatives with business goals, foster a high-performance culture, and build a world-class workforce equipped for the challenges of tomorrow. You will lead the creation of frameworks that ensure career progression, performance excellence, and employee engagement while championing innovation and collaboration across the organisation. Key Responsibilities 1. Strategic Talent Leadership • Develop and implement talent management strategies that align with long term business objectives. • Lead a Centre of Excellence (COE) focused on innovation in talent management practices. • Act as a trusted advisor to the leadership team, providing insights and recommendations on talent challenges and opportunities. 2. Career Architecture and Job Frameworks • Design and implement robust job evaluation frameworks and career architecture models, integrating functional and behavioural competencies aligned with organisational values. • Establish clear career pathways, supporting skill development and workforce planning. 3. Performance Culture and Talent Development • Integrate career frameworks with performance management systems to drive a high-performance, results-oriented culture. • Create learning and development programs that address current and future skill requirements. • Develop succession plans to ensure leadership readiness and business continuity. 4. Organizational Design and Change Management • Lead organisational design initiatives, optimizing structures to enhance efficiency and adaptability. • Collaborate with leaders to design processes that support change management and foster agility. 5. Learning, Development, and Promotion Frameworks • Build a comprehensive learning and development framework that addresses functional and behavioural competencies. • Design transparent promotion frameworks that recognize and reward talent equitably. 6. Cross-Functional Collaboration and Digital Transformation • Partner with HR, business leaders, and technology teams to deliver integrated talent solutions. • Drive adoption of technology and systems to enhance talent management efficiency and user experience. Key Competencies and Attributes • Strategic Vision: A forward-thinking approach to align talent initiatives with long-term business goals. • Innovation: Creative problem-solving and the ability to think outside the box. • Empathy and Leadership: Building an inclusive culture of trust and collaboration. • Data-Driven Decision Making: Leveraging analytics to inform strategy and measure impact. • Agility: Navigating a fast-paced, dynamic environment with resilience and adaptability. Qualifications and Experience • 10 to 12 years of experience in talent management, organizational development, or senior HR leadership roles. • Proven expertise in job evaluation frameworks, competency mapping, and career architecture design. • Demonstrated success in implementing performance management, learning programs, and succession plans. • Strong interpersonal and communication skills, with the ability to influence and collaborate across all levels. • An advanced degree in HR, business administration, or a related field is preferred; professional certifications (e.g., SHRM-SCP, SPHR) are a plus. • Foundational experience in the companies like AON, Mercer, Deloitte will be preferred. Critical Goals for the First 24 Months • Launch a company-wide career architecture model aligned with organizational culture and Functional competency. • Drive measurable improvements in employee engagement, skill development, and retention. • Align career architecture with performance metrics and succession planning. • Define a high and low performer management framework Work Environment • This is a work-from-office, full-time position based in Bengaluru, with occasional travel to other locations.