I. ROLE PURPOSE & OBJECTIVE : 1. Create a robust talent pool for the organization that is future ready and addresses business strategy needs while adopting industry best practices of talent management. 2. Acts as trusted liaison and advisor to the organization's leadership team and facilitates initiatives across the organization. 3. Design all policies related to the function. This role provides direction and development of lasting succession development programs for the organizations. 4. This role is required to work closely and in collaboration with various department heads and employees in developing unique and effective training solutions specific to the different departments and establish standards. 5. Work closely with key senior stakeholders to address gaps in the overall learning and talent management mission. 6. Conceptualizes and drive the digital learning framework for the organization by encouraging teams and businesses to adopt new digital learning methodologies. II. SIZE OF THE ROLE : FINANCIAL SIZE & NON-FINANCIAL SIZE : - Budgets for Learning and Talent Management between 5-10 crores. - Total Buying / Procurement - Direct approval authority of invoices up to Rs. 10 Lakhs per transaction. - Manages multiple vendors and consultants 5-10 vendors. - Onboard and train over 6000 individuals in a year. - Manage the Learning Management system. III. KEY DUTIES & RESPONSIBILITIES OF THE ROLE : 1. Business/ Financials - Partner strategically with internal teams to understand key business objectives along with team/individual needs and consistently translate and prioritize these into the learning roadmap. - Plan departmental/functional training budgets, forecast costs and delegate numbers as required by organizational planning and budgeting systems. - Develop competency based learning curriculum incorporating blended methodology integrating instructor led training, peer-to-peer learning, on the job coaching and digital modules. - Design and deliver the strategic vision of the organization - assess, propose and drive programs to support workforce development, leadership development, succession planning, and other related programs. - Design strategy for development and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal bench of top talent. - Create robust career paths to ensure it supports employees, business and regulatory needs - Design Hi-Po programs as a part of succession planning. - Develop, initiate and maintain effective programs for workforce retention, promotion and succession planning. - Drive the job worth model for all positions based on the competency framework. - Research and compare talent management practices in other organizations and recommend solutions. - Ensure that organization-wide talent management initiatives are focused and aligned on improving operational and program efficiencies and effectiveness. 2. Customer (Both Internal & External) - Lead team to design and deliver innovative tools, engaging learning, change and leadership development experiences from core curriculum to function-specific programs that meet business priorities. - Identify, select and manage external training and accreditation bodies, agencies and providers necessary to deliver required training to appropriate standards. - Guides team in partnering with the key stakeholders to conduct learning needs analysis to identify learning gaps and initiate innovative solutions for learning needs. - Partner with Talent Acquisition to develop ideal job profiles and candidate assessment frameworks. - Drive JD creation, role clarity and competency framework for the organization. - Identify skills required for current and future success and create programs that enable leaders to develop talent. 3. Internal Process - Drive continuous process improvement to improve efficiency and effectiveness. - Perform ongoing evaluations of current programs to measure effectiveness and impact and manage continuous improvement initiatives. - Responsible for the maintenance and reporting of all learning and talent management data as required by the regulators and internal control units. - Leverage business data, employee engagement surveys, direct employee feedback, and best practices to influence the learning and talent management strategy. 4. Innovation & Learning - Collaborate with senior leadership and talent leaders to anticipate needs, gather requirements, and benchmark industry trends and best practices in Learning and Talent Management - Develop self, and maintain knowledge in relevant field at all times. - Identify various opportunities to digitalized employee experience related to learning and talent management. 5. People Management - Build a team of Learning and Talent Management professionals that are best in class - Coach team on various learning design and methodology. - Create a culture of digital learning within the organization.

Bangalore

National Manager - Learning & Development/Talent Management - BFSI 

National Manager - Learning & Development/Talent Management - BFSI  ,Job Description for National Manager - Learning & Development/Talent Management - BFSI  in WEN in  Bangalore for (15-20) years of experience. Apply Now!

Job Description for National Manager - Learning & Development/Talent Management - BFSI  in WEN in  Bangalore for (15-20) years of experience. Apply Now!