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About BATA:The Bata Group (BATA) is one of the world's leading manufacturers and retailers of quality footwear. A global entity with more than 30,000 employees, 24 production facilities, over 5,000 stores in more than 70 countries across the globe, BATA has been providing the best shoes and other personal lifestyleproducts and accessories at the best prices, backed by unparalleled service, for 120 years.About the Local Company, (BataIndia):Bata India Limited is a listed,(BSE & NSE), subsidiary of the Bata Shoe Organisation (BSO). Since its establishment in India in 18941, Bata India has been at the forefront of innovation; not only in the production and design of new styles, but in the creationof business models that permit a quick response to the ever-changing wants and needs of our customers. As a result, Bata India enjoys the enviable reputation of a respected corporate citizen, with a long history as a leading manufacturer and retailer of quality footwear and accessories, proudly serving more than a million customers each day.SHORT DESCRIPTION OF THE ROLE: The Talent Management & Organizational Development Lead is responsible for designing and implementing comprehensive talent strategies that drive organizational excellence and sustainable growth. This strategic role focuses on building robust talent pipelines, developing high-performance cultures, and ensuring the organization has the right capabilities to achieve its strategic objectives through effective succession planning, performance management, and leadership development initiatives.LONG DESCRIPTION OF THE ROLE:Talent Development Responsibilities:Develop human resource planning models to identify competency, knowledge, and talent gaps and develop specific programs for filling the gaps. Establish core competencies for all roles aligned with the company's long-term strategy.Create career paths and ensure implementation of the career planning process for every role and individual within the organizationCreate a succession planning model for the organization comprising of a structured rotation and skill enhancement plan. Build a quarterly talent review process managed with the Department Head within the organization To develop a high-performance culture that links vision, core values, leadership competencies, and performance management, enabling the organization to achieve its objectives.Performance Management:Design, implement, and maintain a comprehensive performance management ecosystem that integrates objective setting, performance evaluation, development planning, and succession management.Establish and communicate clear Key Result Areas (KRAs) across all organizational levels, ensuring transparency and alignment with business objectives.Develop robust measurement frameworks and analytics to support the organization's transition to a performance-driven culture, enabling data-informed decision-making and continuous improvement in organizational effectiveness.Build organizational coaching capability by equipping managers with essential skills in team leadership, performance coaching, and employee counseling.Develop comprehensive training programs and support systems that enable managers to effectively guide, develop, and optimize their team's performance while fostering a culture of continuous feedback and professional growth.Leadership Development:Design and implement comprehensive leadership development initiatives strategically aligned with organizational objectives and future business requirements.Create targeted development pathways that build leadership capability at all levels, ensuring a robust pipeline of leaders equipped to drive organizational success and navigate evolving business challenges.Establish and maintain detailed competency matrices for all organizational roles, defining critical skills and capabilities required for current and future success.Implement systematic feedback mechanisms and assessment processes to identify skill gaps, monitor development progress, and facilitate targeted enhancement programs that address individual and organizational capability requirements.Develop and institutionalize a comprehensive methodology to maximize learning impact and accelerate knowledge dissemination throughout the organization.Strategic CompetenciesBusiness Partnership: Ability to align talent strategies with organizational goals and translate business needs into talent solutionsFuture-Focused Planning: Capability to anticipate future talent requirements and develop proactive strategiesMarket Intelligence: Understanding of industry trends, talent landscape, and competitive positioningROI Mindset: Skill in measuring and demonstrating the business impact of talent initiativesChange Leadership: Expertise in leading organizational transformation and culture change initiatives.