Senior Manager - L&D (Leadership Development)

Role & responsibilities

The Senior Manager Learning and Development will be responsible for designing and executing leadership development strategies to cultivate future-ready leaders and align initiatives with business goals. Focus areas include leadership development, succession planning, academies, coaching, assessments, and competency frameworks.

Key Responsibilities:

• Drive leadership outcomes through targeted interventions, academies, succession planning, coaching, and assessment tools.
• Develop and maintain a competency matrix / skills taxonomy aligned with business needs.
• Design leadership and functional Leadership Journeys for key business functions (Planning, Buying, HR, and other related functions).
• Conduct leadership assessments to inform talent decisions.
• Evaluate senior leadership effectiveness and implement development interventions.
• Foster a leadership ecosystem that attracts, develops, and engages top talent.

Leadership Development Strategy & Execution

• Develop and manage high-potential programs, from mid managers to executive leadership interventions while creating a comprehensive leadership journey that spans from mid-level managers to executives, aligned with organizational needs and career progression.
• Identify, design, and develop role-specific leadership interventions in collaboration with Ivy League universities, partnering with coaching companies to implement targeted leadership development initiatives.
• Review business and leadership performance metrics to identify gaps and establish a clear leadership development roadmap.
• Collaborate with senior business leaders to assess leadership gaps and provide targeted solutions.
• Drive team performance through coaching, manage internal talent transitions for succession, collaborate with external partners for interventions, and oversee learning initiatives to ensure timely and impactful delivery.
• Reassess , review and redesign and develop the Leadership Competency Framework , Talent Framework at Group level and senior leaderships surveys to assess organization health along with action plan and measurement metrics.
• Develop and build an impactful learning environment; drive specific initiatives as needed to engage a leadership Population
• Leverage digital learning solutions, simulations, and experiential learning to enhance program effectiveness.

Functional Leadership Development

• Design and implement Functional Leadership Journeys tailored for key functions such as Planning, Buying, HR, and other related functional requirements.
• Partner with function heads to identify leadership capabilities required for success in each domain.
• Deliver targeted development initiatives, including customized learning experiences, mentorship programs, and technical capability-building interventions for functional leaders.

Talent & Succession Management

• Work closely with the talent management team HR Business Partners and Talent Management teams to identify, develop, and retain top talent.
• Oversee leadership assessment initiatives, using tools like 360-degree feedback, psychometric assessments, and executive coaching.
• Support concepts and territories in building leadership readiness through structured career paths and capability development.

Analytics & Impact Measurement

• Establish KPIs and success metrics for leadership programs, ensuring data-driven decision-making.
• Analyze program effectiveness and provide insights for continuous improvement.
• Leverage AI and learning analytics to personalize leadership journeys and enhance engagement.
• Evaluate the impact of existing and new leadership development interventions to identify areas for improvement and opportunities to enhance and to support leaders in achieving their full potential
• Measure and report on progress over time in terms of strengthening the leadership bench

Preferred candidate profile

• Masters in Human Resource Management / Or Similar
• Minimum 15 years of corporate/consulting experience with CXO leadership, proven track record as strategic partner for leadership development
• Minimum 5 years work experience in Leadership Development
• CIPD, ATD, IE Recognized professional HR qualifications.
• Significant Experience working with Ivy League University, Assessment Companies and Coaching companies
• Advanced skills in critical thinking, problem solving, influencing, process management, collaboration, and interpersonal relationships along with strong presentation skills.
• Significant experience in learning and assessment domain at senior leadership level, coaching, mentoring, facilitation, and designing and implementing leadership and development programs aligned with business.
• Certifications on assessment tools like Hogan , MBTI , DISC, Saville, SHL strength finder preferred.
• Solid understanding of core leadership theories and best practices.

Perks and benefits

Competitive Tax Free Salary + Benefits