Description:

Designation: Associate Director / Senior Manager

Function: Learning & Development

Role Purpose:

To own Pro as an end-to-end, outcome-driven talent pipeline, ensuring unified competency architecture, future skill readiness, BU-relevant functional depth, and deployment-ready talent across businesses. This role is the single point of accountability from demand collection to deployment.

Education:

Must Have

- Bachelors degree in Business, Engineering, Media, Advertisinh, HR, Education, or a related field

Good to Have

- MBA or Postgraduate degree in HR, OD, Strategy, or Learning

- Certification in competency mapping, workforce planning, or talent analytics

Experience:

Must Have

- 8-12 years of experience in L&D, talent development, or workforce capability roles

- Demonstrated ownership of end-to-end programs (beyond training delivery)

- Proven experience designing competency frameworks or skill architectures

- Strong experience partnering with Business Units and TA

- Experience defining and validating deployment readiness

- Experience operating at enterprise scale across multiple businesses

Good to Have

Confidential - Not for Public Consumption or Distribution

- Experience with early talent / graduate / academy models

- Exposure to future skills (AI literacy, problem-solving, cross-skilling)

- Experience reducing post-deployment re-training

- Experience working in matrixed or fast-scaling organizations

- Exposure to university or ecosystem partnerships

Knowledge:

- Competency and capability framework design

- Early talent and graduate pipeline models

- Skill progression and readiness assessment methodologies

- Functional capability requirements across businesses

- Future skills landscape

- Workforce readiness and deployment models

Skills:

- End-to-end program ownership and governance

- Competency framework design and skill mapping

- Business and TA partnership for demand and readiness

- Functional learning track design

- Readiness assessment and validation

- Data-driven lifecycle tracking and decision-making

Abilities / Accountabilities:

- Act as single owner of the Academy lifecycle:

Demand Hiring Training Readiness Deployment

- Maintain a unified academy competency framework across businesses

- Embed future skills (AI, problem-solving, cross-skilling) into Academy

- Make skill progression visible and measurable at entry, mid, and exit stages

- Design role-relevant functional learning tracks aligned to workflows and tools

- Ensure functional content maps back to the competency framework

- Reduce post-deployment re-training

- Be accountable for deployment readiness and business sign-off

- Secure business validation of job readiness at deployment

- Track cohort outcomes and continuously improve Academy effectiveness

Success Measures:

- Deployment readiness and conversion rates

- Business sign-off on job readiness

- Reduction in post-deployment re-training

- Skill progression visibility across cohorts

- Reduced cycle time from demand to deployment