AM1 - Talent Management
- Location
- Noida
- Work mode
- On-site
- Employment type
- Full-time
About the job
About Us:
Our purpose is to help clients exceed their financial health goals. Across the reimbursement cycle, our scalable solutions and clinical expertise help solve programmatic needs. Enabling our teams with leading technology allows analytics to guide our solutions and keeps us accountable achieving goals.
We build long-term careers by investing in YOU. We seek to create an environment that cultivates your professional development and personal growth, as we believe your success is our success.
ESSENTIAL DUTIES AND RESPONSIBILITIES: Note: The essential duties and responsibilities below are intended to describe the general duties and responsibilities of this position and are not intended to be an exhaustive statement of duties. This position may perform all or most of the primary duties listed below. Specific tasks, responsibilities or competencies may be documented in the Team Member’s performance objectives as outlined by the Team Member’s immediate Leadership Team Member. Job Purpose The Assistant Manager - Talent Management will support the design, implementation, and continuous improvement of talent management initiatives across the organization. The role focuses on performance management, succession planning, leadership development, employee engagement, competency frameworks, career management, and talent review processes to build a high-performing workforce and strengthen the leadership pipeline. Key Responsibilities Talent Management & Succession Planning
• Facilitate talent review discussions and calibration exercises across business functions.
- Facilitate talent review discussions and calibration exercises across business functions.
- Support the identification and development of high-potential employees.
- Maintain succession planning frameworks and critical role pipelines.
- Track talent readiness and leadership bench strength metrics.
• Manage the end-to-end performance management cycle, including goal setting, mid-year reviews, and annual appraisals.
- Manage the end-to-end performance management cycle, including goal setting, mid-year reviews, and annual appraisals.
- Analyze performance data and provide insights to leadership.
- Ensure consistency and fairness in performance evaluation processes.
- Conduct training sessions for managers on performance management best practices.
• Identify talent development needs based on business strategy and workforce planning.
- Identify talent development needs based on business strategy and workforce planning.
- Coordinate leadership development programs, coaching initiatives, and assessment centers.
- Monitor Individual Development Plans (IDPs) and career progression plans.
- Partner with L&D teams to design capability-building interventions.
• Develop and update competency frameworks aligned with organizational objectives.
- Develop and update competency frameworks aligned with organizational objectives.
- Integrate competencies into recruitment, performance, and career development processes.
- Support competency assessments and gap analyses.
• Analyze engagement survey results and recommend action plans.
- Analyze engagement survey results and recommend action plans.
- Support retention strategies for critical talent and high performers.
- Monitor employee experience initiatives and career development programs.
• Generate and analyze talent-related dashboards and reports.
- Generate and analyze talent-related dashboards and reports.
- Track KPIs such as attrition, internal mobility, succession coverage, performance distribution, and leadership pipeline health.
- Present insights and recommendations to HR leadership and business stakeholders.
• Collaborate with HR Business Partners and business leaders to understand talent requirements.
- Collaborate with HR Business Partners and business leaders to understand talent requirements.
- Act as a trusted advisor on talent development and workforce planning initiatives.
- Ensure alignment of talent management practices with organizational goals.
• MBA/PGDM in Human Resources, Organizational Development, or related field.
- MBA/PGDM in Human Resources, Organizational Development, or related field.
- 5-8 years of experience in Talent Management, Organizational Development, Learning & Development, or HRBP roles.
- Experience in performance management, succession planning, and leadership development programs.
- Knowledge of competency frameworks and talent assessment tools.
- Proficiency in MS Excel, Power BI, HRMS, and HR analytics.
• Talent Management & Succession Planning
- Talent Management & Succession Planning
- Performance Management Systems
- Leadership Development
- Organization Development
- HR Analytics & Data Interpretation
- Stakeholder Management
- Project Management
- Communication & Presentation Skills
- Problem Solving & Strategic Thinking
- Change Management
- Succession coverage ratio for critical positions
- Completion rate of performance management cycle
- High-potential talent retention rate
- Internal promotion and mobility percentage
- Leadership development program effectiveness
- Employee engagement improvement metrics
- Talent review completion and action closure rates
PHYSICAL DEMANDS: Note: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions as described. Regular eye-hand coordination and manual dexterity is required to operate office equipment. The ability to perform work at a computer terminal for 6-8 hours a day and function in an environment with constant interruptions is required. At times, Team Members are subject to sitting for prolonged periods. Infrequently, Team Member must be able to lift and move material weighing up to 20 lbs. Team Member may experience elevated levels of stress during periods of increased activity and with work entailing multiple deadlines. A job description is only intended as a guideline and is only part of the Team Member’s function. The company has reviewed this job description to ensure that the essential functions and basic duties have been included. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate.
From CorroHealth Infotech Private Limited's careers page (Workday), checked 30 Oct 2026.
How to apply
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Posted 11 Sept 2026 · checked 30 Oct 2026 · Report this job