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