Talent Policy Manager

We are the leading provider of professional services to the middle market globally, our purpose is to instill confidence in a world of change, empowering our clients and people to realize their full potential. Our exceptional people are the key to our unrivaled, inclusive culture and talent experience and our ability to be compelling to our clients. You’ll find an environment that inspires and empowers you to thrive both personally and professionally. There’s no one like you and that’s why there’s nowhere like RSM.

Reports to: India Talent Leader

Job Summary:

The Manager – Talent Policies is responsible for building, governing, and continuously improving a robust policy, SOP, and knowledge framework that enables compliant, consistent, and high‑quality talent operations across India, aligned to global standards. The role serves as a critical bridge between Talent COEs, Legal, Risk, and the Business, ensuring that policies and processes are practical, legally compliant, scalable, and well understood by end users.

This role will act as the single point of accountability for the end‑to‑end lifecycle of Talent policies and knowledge assets—from design and stakeholder alignment through implementation, adoption, governance, and ongoing optimization.

1. Policy & SOP Governance

• Own the end‑to‑end lifecycle of Talent policies, SOPs, and procedures, including drafting, review, approval, rollout, version control, and periodic refresh.
• Translate global Talent policies into India‑specific frameworks, ensuring alignment with local employment laws, regulatory requirements, and business context.
• Establish and enforce clear policy governance standards, including approval matrices, exception management, and documentation controls.
• Ensure policies and SOPs are written in clear, practical, and user‑centric language to drive consistent interpretation and application.

2. Compliance, Risk & Advisory

• Partner closely with Legal, Risk, Compliance, Employee Relations, and talent COEs to proactively identify, assess, and mitigate risks.
• Act as a trusted advisor to Talent leaders and business stakeholders on policy interpretation, application, and risk implications.
• Support audits, internal reviews, and regulatory assessments by maintaining accurate, up‑to‑date, and defensible documentation.
• Monitor changes in employment legislation, regulatory guidance, and industry practices, translating implications into policy and process updates.

3. Knowledge Management & Enablement

• Design, develop, and maintain a structured Talent knowledge ecosystem including policies, SOPs, FAQs, how‑to guides, and playbooks.
• Ensure knowledge assets are easily accessible, searchable, and consistently maintained across designated platforms and HR systems.
• Drive adoption through structured communication, training materials, and enablement sessions for Talent teams and business stakeholders.
• Establish metrics to measure usage, effectiveness, and quality of knowledge content, using insights to continuously improve.

4. Process Excellence & Continuous Improvement

• Partner with Talent COEs to review, design, and optimize Talent processes with a focus on process compliance, efficiency, scalability, and employee experience.
• Identify gaps, redundancies, and risks across Talent processes and recommend pragmatic improvements.
• Embed standardization while allowing for controlled flexibility where business needs require.
• Contribute to Talent transformation and system implementation initiatives by ensuring policies and SOPs are aligned with future‑state processes.

5. Stakeholder Management & Collaboration

• Build strong, interdependent relationships with Talent COEs, business leaders, and global counterparts.
• Act as the India point of contact for global Talent Policy and Knowledge Management teams.
• Influence without authority, balancing risk, compliance, and business outcomes.

Key Deliverables

• Comprehensive and current Talent policy and SOP repository for India
• Clearly defined governance and approval frameworks
• High‑quality knowledge assets enabling consistent Talent operations
• Reduced compliance risk and improved audit readiness
• Improved clarity, adoption, and effectiveness of Talent processes

Experience & Qualifications

Essential

• 10+ years of progressive HR experience, with deep exposure to HR policy management, compliance or Talent Operations.
• In depth experience drafting, governing, and implementing HR policies and SOPs.
• Exceptional written and verbal communication skills with high attention to detail and quality.
• Strong working knowledge of HRIS platforms and process documentation within system environments.
• Solid understanding of Human Resources, Payroll, Benefits, and Total Rewards processes.
• Demonstrated ability to handle confidential, complex, and sensitive matters with discretion and sound judgment.

• MBA in Human Resources, Business Administration, Legal Studies, or a related discipline.
• Experience working within global or matrixed organizations.
• Exposure to audits, regulatory reviews, or compliance assessments.

Key Competencies

• Policy and governance mindset with strong business pragmatism
• Strong risk awareness and compliance orientation
• Strategic thinking with the ability to anticipate issues and prevent escalation
• High ownership, accountability, and follow‑through
• Ability to work independently in ambiguous environments
• Strong stakeholder influencing and collaboration skills
• Customer‑centric approach with a focus on clarity and usability
• Excellent organization and prioritization skills in fast‑paced environments

At RSM, we offer a competitive benefits and compensation package for all our people. We offer flexibility in your schedule, empowering you to balance life’s demands, while also maintaining your ability to serve clients. Learn more about our total rewards at https://rsmus.com/careers/india.html.  

RSM does not tolerate discrimination and/or harassment based on race; colour; creed; sincerely held religious beliefs, practices or observances; sex (including pregnancy or disabilities related to nursing); gender (including gender identity and/or gender expression); sexual orientation; HIV Status; national origin; ancestry; familial or marital status; age; physical or mental disability; citizenship; political affiliation; medical condition (including family and medical leave); domestic violence victim status; past, current or prospective service in the Indian Armed Forces; Indian Armed Forces Veterans, and Indian Armed Forces Personnel status; pre-disposing genetic characteristics or any other characteristic protected under applicable provincial employment legislation.  

Accommodation for applicants with disabilities is available upon request in connection with the recruitment process and/or employment/partnership. RSM is committed to providing equal opportunity and reasonable accommodation for people with disabilities. If you require a reasonable accommodation to complete an application, interview, or otherwise participate in the recruiting process, please send us an email at careers@rsmus.com.