The role holder will be responsible for driving the Groups talent strategy, capability development frameworks, and high-impact development programs across group company. This strategic role ensures alignment with the Groups long-term business goals by fostering a high-performance culture, building leadership capability, and ensuring a robust talent pipeline. The role requires the role holder to interact and partner with business leaders, managers and HR extensively to deliver best-in-class education, experiences and exposure. The role holder will report to the AVP Group Leadership Academy.

1. Leadership Capability Building:

- Work towards designing and implementing leadership development interventions based on leadership development needs identified.

- Work closely with HR teams of group companies for identification of root causes problems or challenges in their leadership pool and propose effective and pointed solutions and strategies to solve for or manage these challenges.

- Develop program content, manage implementation, and ensure program alignment with desired goals.

- Identity and evaluate external partners for leadership interventions and align them to the outcome expectations of the program sponsor.

- Build rapport and manage external specialists ensuring that they have a thorough understanding of the businesses and what they deliver is aligned to the objective or purpose of the intervention.

- Continually evaluate the effectiveness of the ongoing leadership interventions and bring appropriate changes in the curricula in close consultation within the GLA Team and other senior leaders.

- Engage with the leaders post programs to ensure that the program learnings carry forward and are implemented by them with ease.

- Build strong internal and external networks that support the leadership development objectives and establishes the incumbent as a trusted advisor for leadership development activities.

2. Content Creation:

- Design and curate leadership journeys for senior management pool, incorporating simulations, case studies, and experiential learning.

- Create high-impact learning content using modern instructional design methodologies (e.g., ADDIE, SAM, design thinking).

- Integrate company level context, adult learning principles, behavioral science, and digital learning trends into content design.

- Establish content standards, templates, and review processes to ensure consistency, quality, and alignment with brand and learning objectives.

- Monitor and evaluate content effectiveness through feedback, analytics, and impact assessments.

- Work with senior leaders to enable content creation for their sessions and programs.

3. Executive Coaching:

- Organize one-on-one executive coaching based on identified needs.

- Monitor the coaching process to ensure its effectiveness and alignment with developmental goals.

- Liaise with senior stakeholders going for coaching interventions.

4. Organization Development:

- Work in close consultation with L&D leads and HR leads to help design organization-wide special development interventions for identified talent pool.

- Work closely with the management team to understand and identify the program or intervention needs for the incumbent talent pool.

- Work closely in the design of talent development journey ensuring that the org outcomes and expectations are fulfilled through these interventions.

- Consult closely with the leaders and external partners to ensure final sign-offs and accommodate or implement changes that may be needed after such consultations.

- Continually evaluate the effectiveness of these interventions and bring appropriate changes in the curricula in close consultation with the Talent Management Team.

5. Data Management & Program Logistics Management:

- Oversee the management of MIS and data related to leadership development, talent management, and cultural initiatives.

- Ensure accurate and timely data reporting and analysis to support decision-making.

- Ensure clear and consistent communication with all relevant stakeholders.

- Coordinate calendar management, venue selection, and travel logistics for all programs.

- Ensure seamless execution of all program-related logistics.

Major Challenges:

- Navigating and coordinating with numerous senior-level stakeholders.

- Accurately identifying and securing appropriate resources to meet specific requirements.

1. Decisions:

- Work towards the selection of appropriate learning or delivery partner, whether internal or external.

- Program designs or solutions to address identified needs.

- Determining the communication strategy for initiatives.

2. Interactions:

- Roles you need to interact with inside the organization to enable success in your day to day work: CBOs, Senior leaders across the group, L&D teams of group companies, HR team of group companies, Admin and events team.

- Roles you need to interact with outside the organization to enable success in your day to day work: Industry leaders & Experts, Learning Partners, Organization Development Consultants.

Educational Qualifications:

- Masters in management.

Functional Skills & Behavioral Skills:

- Good interpersonal skills.

- Good communication skills.

- Good at Stakeholder Management.

- Design Thinking.

- Strong execution rigor.

Work Experience:

- 5-7 years of experience in Leadership Development, Organizational Development.

- Demonstrated expertise in designing talent frameworks, assessments, and development centers.

- Experience leading capability building programs in a large matrixed organization.

- Strong analytical, facilitation, and stakeholder engagement skills.