Chief Manager Talent Management

Job Summary

This role is responsible for establishing and institutionalizing robust Talent Management systems that build a future-ready leadership and capability pipeline in line with Air India Express’s aggressive growth trajectory. The incumbent will lead comprehensive capability diagnostics, design and embed talent review, succession planning, and career pathing frameworks, and drive a culture of continuous talent refresh across the organization, with special focus on bridging acute gaps in non-flying functions. By integrating talent processes into the HR operating rhythm, leveraging data-driven insights, and partnering with business and HR COEs, the role will ensure a steady inflow, upskilling, and retention of critical talent while strengthening leadership bench strength. Success in this role demands strong stakeholder management, resilience, and the ability to influence in a legacy-driven environment, positioning Talent Management as a strategic enabler of business transformation and sustainable growth.

Job Title : Head – Talent Management COE

Location : Gurugram HQ

Type : Individual Contributor, Centre of Excellence (COE)

Objective of the Role-

To establish and institutionalize robust Talent Management systems that identify, nurture, and sustain a future-ready talent pipeline in alignment with Air India Express’s aggressive growth plans. The role will spearhead a comprehensive capability assessment, build succession planning frameworks, and embed a culture of continuous talent refresh across all levels, with particular focus on non-flying functions where the talent deficit is most acute.

Major Deliverables-

• Talent / Capability Gap Assessment : Lead a top-down and bottom-up diagnostic of current capability and talent gaps, across both flying and non-flying roles, with clear recommendations for action.
• Design & Institutionalization of Talent Management Processes : Develop and embed systems for talent review, internal mobility, succession planning, HiPo identification, and career pathing.
• Succession Planning : Establish succession frameworks for mission-critical roles with defined success profiles, development plans, and readiness assessments.
• Talent Refresh Strategy : Design and implement mechanisms to ensure the organisation remains agile with regular talent inflow, outflow, and upskilling.
• Leadership Bench Strength Building : Partner with Capability & Culture and Performance COEs to develop future leaders aligned to business strategy.
• HR Operating Rhythm Integration : Embed Talent Management into the regular operating rhythm of HR and line reviews (e.g., quarterly talent reviews).
• Data & Insights : Build dashboards and insights that translate talent data into actionable intelligence for the business and CHRO.
• Change Enablement : Position Talent Management as a credible and value-adding function in a resistant and legacy-led environment.

Essential Behavioural Attributes-

Desirable Behavioural Attributes-

Education and Skill set -