Talent Management Specialist Jobs 2025 – Lead HR Assessment Centers & Psychometric Programs with MHRM Qualification

Talent Management Specialist – HR Assessment & Development Center Operations

Position Title: Talent Management Specialist
Department: Human Resources (Corporate Talent Development)
Functional Areas: Talent Management, Employee Engagement, HR Policies, Personnel Management
Minimum Qualification: Master’s in Human Resource Management (MHRM)
Location: Chennai Hub or as specified

Overview

We are looking for a skilled and detail-oriented Talent Management Specialist to take ownership of talent assessment processes and development center (DC) operations for our organization. As a central process owner, the individual will be responsible for managing end-to-end assessment activities that support workforce development, succession planning, and leadership grooming. This role is integral to aligning organizational talent strategy with robust evaluation mechanisms that ensure transparency, effectiveness, and business alignment.

This role involves managing the assessment centers, liaising with senior leadership, coordinating assessor certification, and driving process standardization. The ideal candidate will have a deep understanding of HR assessment methodologies, psychometric tools, and experience in stakeholder coordination.

Key Responsibilities

1. Process Ownership & Planning

• Act as the process owner for assigned assessment and development centers (DCs) aligned with organizational talent needs.
• Plan and organize the DC process based on established HR frameworks and strategic business requirements.
• Manage annual and quarterly planning calendars for DCs, including timelines, budget approvals, and logistics.

2. Assessment Center Coordination

• Coordinate with business units to understand role-specific development needs.
• Collaborate with senior management to create and review new assessment cases aligned with role competencies.
• Pilot new cases in real or simulated environments and gather feedback for enhancement.
• Manage assessor orientation and case familiarization workshops to ensure uniform understanding of assessment parameters.

3. Process Execution & Quality Control

• Ensure seamless execution of assessment centers by managing schedules, assessor allocation, batch planning, and case mapping.
• Serve as the central point of contact for handling stakeholder queries before, during, and after each DC.
• Mitigate disruptions and challenges during assessments by proactively identifying and resolving issues.
• Ensure transparency, fairness, and objectivity throughout the assessment lifecycle.

4. Assessor Training & Certification

• Organize and conduct certification workshops for psychometric tools and assessment frameworks used across the organization.
• Maintain a database of certified assessors with their credentials, certifications, and recertification timelines.
• Partner with external vendors, consultants, and internal faculty to manage L&D initiatives.

5. Budgeting, Invoicing & Contract Management

• Prepare and manage DC budgets based on inputs and approvals from business heads.
• Oversee cost tracking and optimization across assessment activities.
• Handle vendor contracts, renewals, and invoice management for consultants and developers.
• Ensure timely payments and adherence to financial compliance protocols.

6. Stakeholder Management & Governance

• Liaise with Corporate HR to align assessment processes with company-wide talent management goals.
• Ensure standardization and compliance with internal policies and regulatory guidelines.
• Track and report on DC outcomes, candidate feedback, and process improvements.

7. Reporting & Continuous Improvement

• Maintain data logs and documentation for all assessment activities.
• Submit regular MIS reports detailing assessment statistics, trends, and gaps.
• Evaluate the effectiveness of DCs through participant performance metrics, assessor feedback, and business impact.

8. Other Responsibilities

• Support any additional assignments and HR initiatives as delegated by Corporate HR.
• Ensure timely execution of all tasks assigned, especially those involving multi-team coordination within the Chennai hub.

Key Skills & Competencies

Technical Skills:

• Familiarity with psychometric assessments, talent profiling, and leadership diagnostics.
• Strong understanding of assessment and development center design.
• Competence in MS Excel, PowerPoint, and HR data analytics tools.
• Knowledge of HR compliance, labor laws, and policy formulation.

Behavioral Competencies:

• Excellent communication and stakeholder management skills.
• Analytical mindset with an eye for process improvements.
• Ability to lead cross-functional teams and coordinate large-scale programs.
• High attention to detail, time management, and follow-through.

Key Result Areas (KRAs)

• Timely planning and execution of all scheduled DCs.
• Number of assessors trained and certified annually.
• Quality ratings and feedback from participants and business units.
• Budget adherence and timely vendor payments.
• Contract renewals and compliance metrics.

Why This Role Matters

The role of a Talent Management Specialist is central to an organization’s people development agenda. From identifying high-potential employees to ensuring smooth succession planning, this role supports the long-term growth of the business. Through carefully managed assessment centers and performance evaluations, this position contributes to strategic talent readiness and enhances workforce capabilities.

You will work with senior leaders, experienced assessors, and multiple HR verticals—providing holistic exposure to employee development, performance strategy, and organizational planning. Your work directly influences how future leaders are identified and groomed.

Career Progression Opportunities

• Talent Management Specialist → Talent Development Manager → Organizational Development Lead → HR Strategy Head → CHRO

Ideal Candidate Profile

• Holds a Master’s degree in HRM or equivalent.
• Has 3–7 years of relevant experience in HR development centers, L&D programs, or corporate talent planning.
• Strong understanding of organizational behavior, employee lifecycle, and development assessments.
• Skilled at balancing operations with strategic planning.

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