Roles & Responsibilities / Job Requirements:

- To ensure that Management Training and Development is linked up with critical business imperatives and is in accordance with the strategic directions and practices of the organization

- To reframe, review and enunciate the Division's Management Development policy from time to time so that it remains contemporary and drives the above

- To set out an overall management development direction based upon critical deliverables and focus areas in the Business Plans

- To ensure Management Development Plans are made, implemented and reviewed for key identified jobs and managers

- To ensure that the best T&D practices are designed and implemented across the Division and promote a level of service that meets the Division's expectations

- To identify and effectively utilize external consultants to design, develop and provide development inputs in a cost-effective manner on an on-going basis

- To ensure Management Development plans tie up with career and succession plans

- To ensure HR practices are benchmarked externally and adopted where appropriate to maintain the HR systems in a state of contemporary health

- To identify systemic weaknesses and suggest changes that strengthen systems to support the HR and business plan

- To design and implement new HR systemic initiatives such as competency mapping, mid-year appraisal and cross functional movements

- To have a professional and working relationship with key internal clients and enjoy confidence from them by providing timely professional and informed service.

- To possess a high order of change management and influencing skills

- To demonstrate pro-activity in tracking new developments in the HR field and look for their adoption.

- To drive the diversity & inclusion initiative implementation. This would include -

- Overseeing training and development programs

- Tracking & Reporting Diversity metrics

- Developing & Supporting ERG

Key Success Factors

- Demonstrated impact of management development in managerial capability improvement

- Providing effective leadership to management development

- Positive response of the client system with management development strategies and initiatives

- Perceived improvement in providing service in this area

- Introduction of new and relevant practices, positively impacting management development

- Establishing and meeting productivity and effectiveness norms in this area

- Outsourcing training so that staffing and cost are lean and low while simultaneously providing a high level of quality

- Setting up a training evaluation mode that is that is brought in by key constituents

- Success in conceptualizing and designing systems

- Demonstrated success in implementation and change management

- Better performance or measurability as a consequence of system change/introduction

- Speed of introduction and internalization of change

Knowledge, Skills & Experience

Knowledge:

Knowledge and understanding of organisational behaviour

Knowledge of contemporary Learning and Development tools and methodologies, best in class market offerings

Knowledge and understanding of behavioural science approaches to management development

Knowledge and understanding of business processes

Skills:

Needs identification skills

Skills in designing programmes

Resource management

Influencing skills

Inter-personal competence

Experience:

2-3 years' experience in a core HR role

Experience in driving Diversity & Inclusion agendas required

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