Location - Noida

Experience - 15 - 20 yrs

Role Overview:

The Associate Vice President - Talent Development is a strategic HR leader responsible for designing and driving a future-ready talent ecosystem that enhances organizational capability, leadership strength, and employee experience. This role will architect enterprise-wide learning strategies, leadership development pathways, and culture-building initiatives that align closely with business priorities and enable sustainable growth.

Key Responsibilities:

1. Learning Strategy & Capability Development:

- Develop and implement a comprehensive enterprise learning strategy aligned with business goals and future capability requirements.

- Build organizational capability frameworks across technical, functional, and behavioral domains.

- Leverage digital learning, AI-enabled platforms, and modern instructional design to deliver scalable learning solutions.

- Establish a data-driven approach to measure learning effectiveness, ROI, and business impact.

- Partner with business leaders to anticipate skill gaps and drive workforce transformation initiatives.

2. Leadership Development Programs:

- Design and deploy end-to-end leadership development architecture for emerging, mid-level, and senior leaders.

- Create succession planning frameworks and high-potential (HiPo) development pipelines.

- Introduce executive coaching, mentoring, and action-learning programs to accelerate leadership readiness.

- Embed leadership competencies aligned with organizational values and future strategy.

- Collaborate with external partners (top B-schools, leadership institutions) to bring global best practices.

3. Employee Engagement Initiatives:

- Develop and oversee a holistic employee engagement strategy to enhance motivation, productivity, and retention.

- Drive enterprise-wide surveys (e.g., engagement, pulse) and translate insights into actionable interventions.

- Champion initiatives that improve employee experience across the lifecycle (onboarding to alumni).

- Partner with HRBPs and business leaders to address engagement drivers and foster a high-performance culture.

- Implement recognition and reward frameworks linked to performance and values.

4. Culture Building & DEI (Diversity, Equity & Inclusion):

- Define and drive a strong, purpose-led organizational culture aligned with company values and strategy.

- Lead DEI strategy, goals, and programs, ensuring a truly inclusive workplace.

- Build awareness and capability around inclusive leadership and unconscious bias.

- Track and improve diversity metrics (gender, socio-economic, etc.) and ensure equity in talent processes.

- Embed culture and DEI principles into performance management, leadership development, and talent practices.

5. Career Development Frameworks:

- Design and implement transparent career progression frameworks across all functions and levels.

- Build skills-based career pathways and internal mobility programs.

- Enable employees with tools for career self-management and growth planning.

- Integrate career development with learning platforms and talent marketplaces.

- Ensure alignment between career growth, succession planning, and workforce strategy.

Key Outcomes / Success Metrics:

- Improved organizational capability and skill readiness index.

- Leadership pipeline strength and succession coverage.

- Employee engagement scores and retention metrics.

- DEI representation and inclusion indices.

- Internal mobility and career progression rates.

- Measurable business impact of learning interventions.

Qualifications & Experience:

- MBA / Master's in HR, Organizational Development, or related field.

- 15 - 20+ years of experience in Talent Development / Learning / OD / HR leadership roles.

- Proven track record in leading enterprise-wide transformation initiatives.

- Experience working in complex, matrixed organizations.

- Exposure to global best practices in learning, leadership, and culture.

Key Competencies:

- Strategic thinking and business acumen.

- Executive stakeholder influence.

- Change leadership and transformation capability.

- Data-driven decision-making.

- Strong program management and execution excellence.

- Deep expertise in modern learning technologies and trends.

Leadership Expectations:

- Acts as a trusted advisor to senior leadership and the executive team.

- Builds a culture of continuous learning and growth.

- Drives innovation in talent and capability development.

- Creates a people-first, inclusive, and high-performance organization.