Senior Manager
5 days ago
Bachelor of Business Administration (Management), MBA/PG Diploma in Business Mgmt (HR/Industrial Relations)
Nationality: Any Nationality
Vacancy: 1 Vacancy
Job Description
Role & Responsibilities
The Senior Manager Learning and Development will be responsible for designing and executing leadership development strategies to cultivate future-ready leaders and align initiatives with business goals. Focus areas include leadership development, succession planning, academies, coaching, assessments, and competency frameworks.
Key Responsibilities:
- Drive leadership outcomes through targeted interventions, academies, succession planning, coaching, and assessment tools.
- Develop and maintain a competency matrix / skills taxonomy aligned with business needs.
- Design leadership and functional Leadership Journeys for key business functions (Planning, Buying, HR, and other related functions).
- Conduct leadership assessments to inform talent decisions.
- Evaluate senior leadership effectiveness and implement development interventions.
- Foster a leadership ecosystem that attracts, develops, and engages top talent.
- Develop and manage high-potential programs, from mid managers to executive leadership interventions while creating a comprehensive leadership journey that spans from mid-level managers to executives, aligned with organizational needs and career progression.
- Identify, design, and develop role-specific leadership interventions in collaboration with Ivy League universities, partnering with coaching companies to implement targeted leadership development initiatives.
- Review business and leadership performance metrics to identify gaps and establish a clear leadership development roadmap.
- Collaborate with senior business leaders to assess leadership gaps and provide targeted solutions.
- Drive team performance through coaching, manage internal talent transitions for succession, collaborate with external partners for interventions, and oversee learning initiatives to ensure timely and impactful delivery.
- Reassess, review, redesign, and develop the Leadership Competency Framework, Talent Framework at Group level and senior leadership surveys to assess organization health along with action plan and measurement metrics.
- Develop and build an impactful learning environment; drive specific initiatives as needed to engage a leadership population.
- Leverage digital learning solutions, simulations, and experiential learning to enhance program effectiveness.
Functional Leadership Development
- Design and implement Functional Leadership Journeys tailored for key functions such as Planning, Buying, HR, and other related functional requirements.
- Partner with function heads to identify leadership capabilities required for success in each domain.
- Deliver targeted development initiatives, including customized learning experiences, mentorship programs, and technical capability-building interventions for functional leaders.
Talent & Succession Management
- Work closely with the talent management team, HR Business Partners, and Talent Management teams to identify, develop, and retain top talent.
- Oversee leadership assessment initiatives, using tools like 360-degree feedback, psychometric assessments, and executive coaching.
- Support concepts and territories in building leadership readiness through structured career paths and capability development.
Analytics & Impact Measurement
- Establish KPIs and success metrics for leadership programs, ensuring data-driven decision-making.
- Analyze program effectiveness and provide insights for continuous improvement.
- Leverage AI and learning analytics to personalize leadership journeys and enhance engagement.
- Evaluate the impact of existing and new leadership development interventions to identify areas for improvement and opportunities to enhance and to support leaders in achieving their full potential.
- Measure and report on progress over time in terms of strengthening the leadership bench.
Preferred Candidate Profile
- Masters in Human Resource Management / Or Similar.
- Minimum 15 years of corporate/consulting experience with CXO leadership, proven track record as strategic partner for leadership development.
- Minimum 5 years work experience in Leadership Development.
- CIPD, ATD, IE Recognized professional HR qualifications.
- Significant experience working with Ivy League University, Assessment Companies, and Coaching companies.
- Advanced skills in critical thinking, problem solving, influencing, process management, collaboration, and interpersonal relationships along with strong presentation skills.
- Significant experience in learning and assessment domain at senior leadership level, coaching, mentoring, facilitation, and designing and implementing leadership and development programs aligned with business.
- Certifications on assessment tools like Hogan, MBTI, DISC, Saville, SHL strength finder preferred.
- Solid understanding of core leadership theories and best practices.
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