About The Role

Role Profile Role title General Manager - Talent Management Business area People Team – Talent Management Purpose of role To lead Talent Acquisition, Learning and Talent Development for M&S India, building a future-ready capability& leadership pipeline across Stores and Support Centre. The role drives execution across hiring & onboarding (external and internal), assessment and selection, performance & talent frameworks, succession and career paths, leadership development and role-based capability building—enabled through strong governance, analytics and colleague connect. Reward level Senior Management Scope of the role Responsible for end-to-end Talent and Learning strategy execution and operational delivery in India, ensuring scalable omnichannel hiring pipelines, capability building for frontline and leaders, and measurable business impact through data-led interventions and value-for-money governance. Key accountabilities, responsibilities, and measures Talent Acquisition & Onboarding (External + Internal) Lead hiring, sourcing, campus and internal mobility strategies across Stores and Support Centre, balancing speed, quality and cost effectiveness. Drive onboarding, assessment and selection practices to strengthen colleague experience, retention and hiring outcomes. Track hiring effectiveness through quality, early tenure retention and hiring metrics. Drive seamless onboarding in partnership with HR Ops. Learning & Capability Building Own the India capability building strategy for Stores, DC, Customer Service Centre and Support Centre. Ensure local capability needs are met through Global/Plc content and platforms, with appropriate localisation and change support. Drive leadership development for line managers and senior leaders to strengthen leadership pipeline and readiness. Own the delivery, tracking and governance of mandatory and compliance training. Drive role-based learning journeys and digital learning adoption through scalable learning solutions and platforms. Embed an evaluation framework to measure learning effectiveness and ROI and drive iteration based on insights and outcomes. Talent Management, Performance & Succession Lead deployment and continuous enhancement of performance, talent and succession practices in partnership with HRBP and OD/Governance teams. Enable leaders to drive effective performance conversations and talent decisions. Enable talent identification and succession planning, building pipelines for store leadership and critical roles across the business. Drive development interventions and embed consistent action on low performance. Internal Communications & Employer Branding Ensure right content, channels and optimum distribution of information to build clarity and commitment to business objectives and company culture. Drive leadership connects and colleague communication rhythms that build engagement across Stores and Support Centre. Drive employee engagement, EVP and employer branding initiatives across digital, social and campus channels. Build institutional relationships, campus engagement calendar, and early careers pipeline storytelling. Own external recognition strategy including employer awards, submissions & storytelling, ensuring consistency with brand standards and EVP. Track engagement, employer brand and campus metrics to improve effectiveness and reach. Leadership & Team Development Build trusted relationships and operate with influence rather than authority. Coach, challenge line managers to have high-quality development conversations, be effective people managers. Drive coaching, capability building and performance management for the team, strengthening skills and ways of working. Key relationships and stakeholders Key skills Qualifications and experience OUR M&S CULTURE & BEHAVIOURS Culture is the result of consistent behaviours. It’s what you see week in, week out, in how we work.