Senior Talent Management Partner

Robusta Technology Group (RTG) is a key driver of digital transformation by providing a holistic tech ecosystem.
RTG works with its local and international partners to help build digital customer experiences, establish engineering hubs and build ventures across multiple industries and domains.
In this pursuit, RTG serves as a catalyst for impact and growth through events, spaces and content focused on creating impact and growth across the different interactions Job Overview: The Senior Talent Partner plays a strategic role in shaping the organization’s talent agenda.
This role also acts as a trusted consultant to leadership on all talent-related matters.
This position works directly with company leaders to oversee workforce planning, talent acquisition, succession planning, capability development, and performance culture.
The Senior Talent Partner guarantees that the company has the right people in the right roles at the right time, allowing for organizational growth, high performance, and long-term talent sustainability.
Job Responsibilities 1.
Strategic Talent Partnership Serve as the primary talent advisor to business leaders, translating business objectives into talent strategies.
Lead the development and execution of workforce plans, ensuring alignment with future capability needs.
Identify critical roles, talent risks, and build mitigation plans with leadership.
Provide insights on talent availability, salary benchmarking, and market trends.
2. Talent Acquisition & Pipeline Management Develop talent pipelines for business-critical capabilities through headhunting, networking, and talent mapping.
Strengthen diversity and inclusion across hiring processes and pipelines.
Improve recruitment processes to ensure speed and quality of hires.
3. Learning & Development Assess current and future skill gaps across assigned business units.
Design learning interventions, leadership programs, and capability-building initiatives.
Promote continuous learning, upskilling, and professional development.
4. Performance Culture & Engagement Drive the performance management cycle, ensuring fair, data-driven evaluations.
Monitor engagement levels, turnover risks, and retention indicators.
Recommend interventions to strengthen culture, collaboration, and employee experience.
5. Succession Planning & Talent Reviews Drive annual and mid-year talent reviews with business leaders.
Identify high-potential employees and build development paths to accelerate readiness.
Guide leaders in succession planning for critical roles and monitor progress.
Support mobility, rotations, and career progression programs.
Bachelor’s degree in Human Resources, Business Administration or related field +7 years of extensive HR experience with strong exposure to talent management, performance management, L&D, and HRBP roles in fast-paced, multinational, or matrix environments.
Proven success in driving talent strategies.
  Strong analytical skills with ability to present talent insights effectively.
Demonstrated ability to manage multiple stakeholders and projects Core Competencies Level: Proactive Problem Solving & Strategic Mindset Emotional Intelligence Communication & Influencing Skills Time Management Agility to Achieve Results Job Functional / Technical:    Talent Strategy Development Capability Learning & Development Performance Management Stakeholder Management & Business Acumen Change Management