Senior Vice President - Talent Development - Financial Services

About the Function:

Talent Development (TD) is a global function within Group HR with a presence in the Americas, Europe, and Asia. It has around 40 staff assigned to Business Skills Development, Leadership Development, and Learning Technologies. TD is responsible for working with the Business, local offices, and HR Centers of Excellence (HR COEs) to drive a learning and performance culture within the company.

The Talent Development Management Team (TDMT) is comprised of the Global Head of Talent Development, and SVPs for Business Skills Development (BSD) - each for the Americas, Europe, and Asia, Learning Technologies, and Leadership Development (LD). TDMT is responsible for defining and executing the 3-year strategic plans of Talent Development.

About the Role:

- The SVP for Talent Development/India is a member of the TDMT.

- It will drive the global service delivery strategy and execution of leadership, management, and professional programs for business leaders and individual contributors..

- Partner and consult with Company's strategic Business and local office leaders, HR COEs, and other senior stakeholders. As an expert on leadership, talent, and performance management, you draw on your knowledge and experience to provide advice and drive the most relevant, timely and effective solutions.

- Make an inspirational contribution and work collaboratively with the Human Resource Team to drive and promote a learning culture within Company, and ensure an integrated and holistic approach to Talent Development that is delivered through innovative and blended learning solutions.

- Manage the Leadership Development team based in the Americas, Europe, and Asia, to drive service levels and key performance outcomes/indicators for the group.

- Manage the Talent Development team (BSD and LD) that is based in India - Mumbai and Pune, to drive service levels and key performance outcomes/indicators for these offices.

- Travel is expected for the role.

Job Duties in Brief:

Strategy

- Actively contribute to the global Talent Development team 3-year strategy and synergy, and to the design & development of TD programs, interventions and services - think and act globally to ensure leadership development is aligned to business strategy.

- Develop and drive strategic direction of leadership development for leaders, managers and individual contributors across COMPANY.

- Set objectives, key performance indicators, scorecards, and utilise competency frameworks that benchmark, track and measure activity, business and organizational impact, and success.

- Lead the continuous review and implementation of learning approaches and materials within the COMPANY that align with global best practice standards.

Leadership Development :

- Define and deliver Leadership Development strategy for the group.

- Work with HR & Company business leaders to identify interventions needed to bridge capability gaps. He/she will assess current learning and development needs among front line and executive level talent and ensure the deployment of learning tools that match key business drivers.

- Establish plans, priorities and policies for Leadership Development in the group collaboratively with wider centres of expertise teams, Heads of HR, and the business leaders.

- Source, design and deliver leading-edge Leadership Development programmes required by individuals and teams across the group.

- Create and manage a portfolio of development solutions that underpin the capabilities required (both technical and non-technical) for leadership success.

- Monitor and manage leadership development programme implementation.

- Manage linkages and achieve synergies between all leadership development programmes.

- Ensure that Leadership Development Programmes delivered by a third party provider is of high quality and fit for purpose.

- Design and develop leadership assessment programmes and tools using external partners where appropriate.

- Develop and implement a robust evaluation methodology to measure the impact of Leadership Programs (including ROI when appropriate).

- Provide analysis on impact and change resulting from development interventions.

- Design, selection and management of tools and diagnostics such as Leadership assessment, Senior Team Assessments, 360s etc.

- Advise and guide the Heads of HR / HR Business Partners and their business units on leadership development for the business areas they support.

- Work closely with wider team members in the centres of expertise to design interventions and programmes for the leadership pipeline and other talent groups e.g. Emerging Leaders.

Learning Technologies :

- Establish and drive the digital learning strategy for Leadership Development Programs. The digital learning agenda is a key priority and this person can really make an impact here, particularly around mobile tablet and gamification innovations.

- Consult with relevant stakeholders within the business and HR on the use of digital learning solutions.

- Implement and drive approaches to digital learning that supports deployment of content across multiple platforms.

- Identify ways to enhance our learning management system and partner with internal groups accordingly.

- Design, develop and deliver content across multiple platforms towards a blended approach.

TD, Business, India and HR COE partnering/consulting :

- Work with the TDMT to develop and execute the Functional Lead engagement model that ensures timely, effective, and relevant engagement/communication with stakeholders

- Build partnerships with strategic business leaders, India senior stakeholders HR COEs, and other senior stakeholders to understand and validate key business or group directions, needs, and priorities around leadership and professional works skills development.

- Provide advice on strategic learning solutions, interventions, directions, and measures.

- Work with the TDMT and the business to prepare and agree on learning development plans with key stakeholders.

- Provide dashboard, reports and key evaluation results of strategy, programs, projects, to stakeholders.

- Collaborate with global and local office HR team on programs and processes to support Department objectives and to maximize efficiencies.

- Communicate to and manage the expectations of all stakeholders throughout the program development lifecycle on timely achievement of key milestones.

Team leadership and Management :

- Manage the Leadership Development team that comprise of Senior Training Partners, Training Partners and Specialists, based in the Americas, Europe, and Asia.

- Manage the Talent Development team in India, that includes the Business Skills Development team

- Set strategy, objectives, compliance, quality and performance standards and measures for the Leadership Development team, aligned with the global TD strategy

- Set strategy, objectives, compliance, quality and performance standards and measures for the India Talent Development team, aligned with the global TD strategy, and local office requirements.

- Coach/mentor and inspire the team to enhance engagement. Develop their technical and interpersonal competence, and move them to higher development aspirations.

- Manage performance and other issues as they arise within the team.

- Review, approve and prioritize projects, facilitation plans of the team, and ensure roll-out according to scope, plans, high standards, and metrics across locations.

- Innovately drive new process improvement and standards to enhance team performance and efficiency.

Learning Programs - Project & Change Management :

- Use change management methodologies to help lead and facilitate large-scale learning & development transformation.

Work with the TDMT to:

- Define and manage the global Talent Development budget and communication plan.

- Enhance global TD processes, training standards that maximize efficiencies and enhance the performance of the team

- Develop and execute implementation of global TD initiatives and programs such as the Professional Development Program, Facilitating Learning Standards, technology-based learning, SME network, etc.

- Manage the global process to define, review, approve, and assess learning programs, training courses, training facilitation plans, and other learning interventions

- Monitor and ensure all learning programs, training courses, training facilitation plans, and other learning interventions are implemented in line with the agreed scope, SLAs, measures, and outcomes, including working with project stakeholders

- Assess and work with vendors who can help execute the TD 3-year strategy and learning programs, per plan

- Facilitate training programs per plan.

About You:

- Our preferred candidate should be a natural influencer and come with a can-do, high-energy attitude. We are looking for a track record in talent management and learning & development positions.

- He/she will preferably have a proven capability in a multinational organisation structure executing Learning Development programs. Ideally, you will have significant experience in leadership development, talent management, organisation development and organisation design programs.

- Demonstrated expertise in definition, design, delivery and evaluation of learning and organisation development programs across multiple locations.

- Ability to build credible relationships at all levels within an organisation with particular emphasis on the ability to be a trusted business partner to senior leadership dispersed across multiple locations.

- Commercial awareness - understands the commercial environment the business is operating within and how it applies this to the role.

- Experience in leading a large scale business/training transformation project from design/development to execution and completion.

- The ability to influence whilst working in close collaboration with HR Leaders and the business would be a key requirement for the role.

- Experience in digital learning and knowledge of latest learning technologies would be a significant advantage. Demonstrating a keen eye on the latest and greatest learning and development tools and coaching methods is essential.

- Experience with learning management systems and assessment/evaluation tools.

- Demonstrates accountability, integrity, strong communication skills and positivity.

- Fosters a global team (TD) approach as part of the HR community.

Qualifications & Development:

- Degree qualified, ideally in Human Resources, Business, Financial Services or on a related subject is preferable.

- Academic or training qualification at a Post-Graduate or Masters level desirable.

- Exp working in Banking captive shared service set or financial services.

- Minimum of 10+ years prior experience in a senior role (s) relevant to SVP in Leadership Development position.

- Proven leadership and management experience to lead a global and multicultural team

- Proactive self-development through the completion of academic courses or acquired certifications in areas such as:

a) Leadership Development

b) Learning & Development

c) Change Management

d) Performance Management

e) Talent Management

f) Coaching

- Drive for Results

- Adaptability

The Company

Our client has provided specialist financial services to alternative investment funds, investors, multinationals and private clients worldwide. With over 6,000 employees in 45 countries the organization pioneers innovative solutions that meet our clients- evolving needs, and deliver exceptional service.

The continuous investment in learning means our people are among the best in the industry. And our corporate social responsibility programs provide meaningful and fulfilling work in the community.

The Individual

They should be a natural influencer and come with a can-do, high-energy attitude. We are looking for a track record in talent management and learning & development positions. Global experience is not essential but advantageous, however, experience of working in more than one region is critical. Ability to build credible relationships at all levels within an organization is essential.