Talent Systems & Analytics Associate

We are seeking a candidate who can build and own a scalable, data-driven talent evaluation framework across the employee lifecycle, from hiring and onboarding to performance management, career progression, and leadership development.

Key Skills Required -

• •Knowledge about Behavioral Science, Organisational Psychology (Behavioral Competency Mapping) (or strong inclination to learn)
• •Strong Analytical Mindset and System Thinking
• •Proficient with analytics and data driven decision making (or strong inclination to learn)
• •Prior exposure to Talent Evaluation, Performance Evaluation (or strong inclination to learn)
• •Good Interpersonal and coordination skills are required
• •Drive to grow and learn
• •Go-Getter Attitude

Roles & Responsibilities

The objective of the role is building an effective, and efficient recruitment and performance evaluation infrastructure and continuously optimisation of the same for accuracy.

• •Work with the team to thoroughly understand business goals, team structures, and the objectives of open and future roles.
• •Translate role objectives into detailed role success profiles covering technical skills, behavioral competencies, aptitude, attitude, values, and cultural fit.
• •Design standardized competency frameworks and behavioral maps across functions and seniority levels
• •Build role-specific screening criteria, knockout rules, and weighted evaluation models to ensure accurate candidate fit
• •Set up role-based assessments and evaluation logic to accurately filter high-fit candidates with minimal manual intervention.
• •Design and deploy structured assessments (scenario-based MCQs, situational judgment tests, work samples, and behavioral interviews) aligned to role success profiles.
• •Continuously evaluate and improve screening accuracy using hiring outcomes (performance, retention, manager feedback).
• •Design role-based performance evaluation frameworks that clearly link individual KPIs, behavioral expectations, and outcomes to organizational objectives.
• •Conduct structured performance review processes (quarterly/annual), ensuring fairness, consistency, and actionable feedback.
• •Design and execute effective Performance Improvement Plans to help underperforming employees get back on track.
• •Coach managers and employees through PIPs and monitor progress to help employees return to expected performance levels.
• •Ensure ethical, unbiased, and transparent people-decision practices across the organization.
• •Continuously refine talent systems as the organization scales, new roles emergand business strategy evolves