Assistant Vice President - Talent Management/Organisational Development & Learning - Housing Finance

Job Description:

We have a requirement with one of the leading Housing Finance Companies for Assistant Vice President - Talent Management, Organisational Development & Learning.

Position: Assistant Vice President - Talent Management, Organisational Development & Learning.

Education: MBA/PGDM/PGDBA.

Location: Chennai.

Reporting to: CHRO.

Job Role:

Role Purpose:

The Assistant Vice President - Talent Management will lead the organisation's agenda across Talent Management, Organisational Development (OD), Organisational Behaviour (OB), Learning & Development (L&D), and Leadership Development.

The role is accountable for building a strong talent pipeline, strengthening organisational capability, developing future leaders, fostering a high-performance culture, and designing learning interventions aligned to business strategy and the needs of a branch-led Housing Finance organisation.

Key Responsibilities:

A. Talent Management & Succession Planning:

- Develop and implement the organisation-wide Talent Management strategy.

- Identify High-Potential (HiPo) employees, critical talent and future leaders.

- Drive succession planning for critical roles and leadership positions.

- Develop career paths, job families and competency frameworks.

- Design Individual Development Plans (IDPs) and career development interventions.

- Establish talent review and calibration mechanisms with business leaders.

- Track talent movement, readiness and leadership pipeline health.

B. Organisational Development:

- Lead OD initiatives aligned with business growth and organisational priorities.

- Conduct organisational diagnosis to identify capability, structure, culture and productivity gaps.

- Drive organisation design, role clarity, competency mapping and workforce effectiveness.

- Lead change management during business transformation, restructuring and expansion.

- Design interventions to improve productivity, engagement and organisational effectiveness.

C. Organisational Behaviour & Culture:

- Drive initiatives that strengthen desired organisational behaviours and values.

- Design behavioural competency frameworks aligned with the organisation's culture.

- Conduct employee engagement surveys, focus groups and organisational health assessments.

- Develop interventions around leadership behaviour, collaboration, accountability and ownership.

- Partner with senior leaders to build a high-performance, customer-centric culture.

D. Learning & Development:

- Own the annual L&D strategy and learning calendar aligned to business and capability needs.

- Conduct Training Needs Analysis (TNA) across Sales, Credit, Operations, Collections and Corporate Functions.

- Design and deliver technical, functional, behavioural, leadership and managerial development programmes.

- Build structured learning journeys by employee level.

- Develop induction, onboarding, product, process and compliance capability programmes.

- Promote blended learning - classroom, digital, workshops, coaching and on-the-job learning.

- Evaluate training effectiveness and business impact through defined learning metrics.

E. Session Planning & Facilitation:

- Own the annual training and session calendar in consultation with business leaders.

- Plan leadership meets, capability-building sessions, workshops and development programmes.

- Identify and manage internal and external facilitators, consultants and SMEs.

- Develop session objectives, content, facilitator briefs and participant communication.

- Personally facilitate select leadership, behavioural and OD sessions.

- Ensure post-session assessment, feedback and action planning.

F. Leadership Development:

- Design structured programmes for first-time managers, middle management and senior leadership.

- Establish leadership competency frameworks and development journeys.

- Introduce coaching, mentoring and leadership assessment interventions.

- Partner with senior management to build a sustainable leadership pipeline.

G. Business & HR Partnership:

- Partner with Business Heads and HRBPs to understand capability and talent requirements.

- Translate business priorities into people capability and talent interventions.

- Support business expansion, branch growth and productivity through targeted talent initiatives.

- Provide data-driven insights to HR and business leadership on talent and capability.

H. Analytics, Governance & Budget:

- Maintain Talent Management and L&D dashboards: training hours/mandays, completion, effectiveness, critical talent, HiPo population, succession readiness, internal movement, leadership pipeline and capability gaps.

- Manage the Talent Management and L&D budget effectively.

- Monitor vendor performance and ensure cost-effective delivery.

- Prepare periodic reports and presentations for HR and senior leadership.

Key Deliverables / KPIs:

- Effective implementation of the Talent Management strategy.

- Succession coverage and readiness for critical positions.

- Identification and development of HiPo talent.

- Improvement in internal talent movement and career progression.

- Training calendar adherence and learning participation.

- Improvement in training effectiveness and capability scores.

- Leadership development programme effectiveness.

- Improvement in employee engagement and organisational culture.

- OD interventions linked to measurable business outcomes.

- Effective utilisation of the L&D budget.

- A sustainable leadership and talent pipeline.

Candidate Profile:

- 10-15 years of progressive HR experience, with significant exposure to Talent Management, OD and L&D.

- Prior experience in Housing Finance, NBFC, Banking or BFSI preferred.

- Experience managing a geographically distributed / branch-based workforce highly desirable.

- Strong track record in succession planning, leadership development and competency frameworks.

- Proven expertise in OD, OB, culture-building and change management.

- Strong experience designing and managing training programmes and learning calendars.

- Experience facilitating leadership and behavioural development sessions is an advantage.

- Strong stakeholder management, consulting and influencing skills.

- Strong business orientation and analytical capability.

Qualification:

- MBA / PGDM in Human Resources, Organisational Development or equivalent.

- Certifications in Talent Management, OD, Coaching, Assessment Centres, L&D or Leadership Development are an advantage.

Key Competencies:

- Strategic Talent Management

- Organisational Development

- Organisational Behaviour

- Learning & Development

- Leadership Development

- Succession Planning

- Competency Mapping

- Change Management

- Facilitation & Presentation

- Coaching & Mentoring

- Stakeholder Management

- HR Analytics

- Business Acumen

- Strategic Thinking

- Influencing & Communication

Ideal Candidate:

An HR professional with 10-15 years of experience, preferably from Housing Finance, NBFC or BFSI, who combines strategic Talent Management with hands-on OD, OB and L&D execution.

Equally comfortable designing talent frameworks, partnering with senior leadership, diagnosing Organisational capability gaps, and personally driving high-impact learning, leadership and behavioural interventions - with a strong business orientation and the ability to translate people priorities into measurable business outcomes.