Head - Leadership and Talent Development based in West Delhi

Reporting To : Chief Human Resources Officer / Director - Human Resources

Location : Corporate Office (with travel to plants and regional offices as required)

Industry : Mid-size Manufacturing Organisation

Job Purpose:

The Head - Leadership and Talent Development will be responsible for designing, implementing, and institutionalising a robust leadership and talent development framework aligned with the company's growth strategy. The role will focus on building leadership capability at all levels, strengthening succession pipelines, developing functional and managerial competencies, and creating a strong learning culture to support sustainable business growth in a manufacturing-led organisation.

Key Responsibilities:

1. Leadership Development

- Design and deploy leadership development frameworks for senior, middle, and frontline management.

- Identify leadership competencies aligned with the company's vision, values, and strategic priorities.

- Conceptualise and deliver flagship leadership development programmes (in-house and with external partners).

- Coach and mentor senior leaders and high-potential managers to enhance leadership effectiveness.

2. Talent Management & Succession Planning

- Develop and institutionalise an integrated talent management and succession planning process.

- Identify high-potential (HiPo) talent across functions and locations.

- Create individual development plans (IDPs) for critical roles and leadership positions.

- Work closely with business heads to ensure readiness of successors for key positions.

3. Learning & Capability Building

- Lead organisation-wide learning needs analysis linked to business and manufacturing excellence requirements.

- Design functional, behavioural, and managerial capability-building interventions, particularly for operations, sales, supply chain, and quality functions.

- Promote blended learning models including classroom, digital learning, on-the-job learning, and action learning projects.

- Ensure effective evaluation of learning impact and return on investment (ROI).

4. Performance Enablement

- Partner with the Performance Management team to integrate development outcomes with performance systems.

- Support managers in conducting effective development conversations and career discussions.

- Embed a continuous learning and feedback culture across the organisation.

5. Culture & Change Enablement

- Support culture transformation initiatives aligned with growth, safety, quality, and customer centricity.

- Enable change management capability during organisational restructuring, expansion, or transformation initiatives.

- Reinforce company values and leadership behaviours consistently across all levels.

6. External Partnerships & Governance

- Identify and manage relationships with external training institutions, consultants, universities, and digital learning platforms.

- Ensure governance, budgets, and compliance related to training and development activities.

- Benchmark leadership and talent development practices with industry best practices.

Key Deliverables / Outcomes

- Robust leadership competency framework and leadership pipeline.

- Strong succession coverage for critical and leadership roles.

- Improved leadership effectiveness and bench strength across functions.

- Measurable improvement in employee capability, engagement, and retention of key talent.

- Institutionalised learning culture supporting business growth.

Key Interfaces:

- Managing Director / CEO

- CHRO and HR Leadership Team

- Business and Functional Heads

- Plant Heads and Regional Leaders

- External Training and Consulting Partners

Job Specification:

Education:

- Postgraduate degree in Human Resources, Organisational Development, Psychology, or Management from a reputed institute.

- Certification in Leadership Development, Coaching, or Talent Management preferred.

Experience:

- 15-20 years of progressive HR experience, with at least 7-10 years in leadership development and talent management roles.

- Experience in manufacturing or engineering-led organisations preferred (automotive, electrical, or industrial manufacturing).

- Proven track record of designing and implementing leadership and talent development frameworks at scale.

Key Competencies:

- Strategic thinking and business acumen

- Leadership development and coaching expertise

- Talent assessment and succession planning

- Change management and culture building

- Strong facilitation and stakeholder management skills

- Data-driven approach to learning effectiveness

Behavioural Attributes:

- High credibility and maturity to engage with senior leadership

- Result-oriented with a strong execution mindset

- Ability to influence without authority

- Strong listening, empathy, and coaching orientation

- Learning agility and openness to new approaches

Other Requirements:

- Willingness to travel to manufacturing plants and regional offices.

- High level of integrity and confidentiality.

- Strong alignment with organisational values and safety culture.

Success Factors for the Role:

- Ability to translate business strategy into leadership and capability requirements.

- Building leadership depth to support rapid growth and expansion.

- Creating sustainable systems rather than event-based training interventions.

- Strong partnership with business leaders to drive ownership of talent development.