People Development Manager [Performance Development & Organisational Development]

Responsibilities include, but are not limited to:Design strategies and approaches across skill assessment, performance management, career progression and mobility, and lead the organization and mapping of these new and redesigned approaches to a set of end-to-end talent experiences.Build a career architecture and competency framework across core technology, and technology adjacent business areas like Data / Analytics / Decision Science.Lead Career Development initiatives to support and enable DTH continued business growth and evolution of the workforce, such as assisting building acquisition strategies for high priority talent and designing career pathways to accommodate differentiated skill profiles.Gather and process market insights on emerging / hot skills vs commoditized skills, make recommendations on hiring and retention strategies to DTH Leadership, TA and HR teams.Create and leverage existing solutions to accelerate leader / lead capabilities across DTH to prepare them for today and tomorrows challenges and opportunities.Define a mentoring and coaching program that becomes a catalyst forstandardpractice sharing and learning. Use the program to instill a learning culture and career progression.Support series of employment engagement activities including new joiner onboarding to orient team members on career framework, growth, performance measures and success criteria.Leverage partnerships with business, TA and HR teams at DTH to build recruitment plans and leader accountability for creation of an inclusive culture along with measurement and scorecards that allow for tracking improvement and regression of progress.Conduct the annual cycle of reviewing opportunities for promotions, lateral moves, learning and development, & set expectations among the DTH leadership & employees regarding role progression, performance.Track the annual people compliance calendar and adherence to training and other requirements.Act as a thought partner to DTH managers: Develop a professional relationship with key stakeholders across organization including an in-depth understanding of their teams professional aspirations, experiences, strengths, and development needs.Oversee professional development agenda and activities. Help set expectations among DTH employees regarding role progression, performance, and what it means to be a leader at Delta. Maintain a record of each individuals learning and development activities, performance rating and potential. On a case-by-case basis, provide counsel on appropriate assignments, skill development, career progression, and other topics as they arise. Also ensure follow-through on critical team processes (e.g., team learning, ongoing monitoring of team health etc.).What you need to succeed (minimum qualifications):Bachelors degree in training & development, organizational development, human resources, or related field.10+ years of experience in Training, Human Resources Leadership Development, Talent Development, Talent Management, Organizational Development.Proven track record of designing and implement effective people & career development programs.10+ years of experience with a large technology / business consulting organization or a large global company, and understands employee lifecycle of technical talent pool like Full Stack Engineers, Data Engineers, Data Scientists, Mobile Developers etc.Experienced with building career architecture and competency framework.Demonstrated leadership and problem-solving ability with capability of thinking through nuanced and complex situations.Demonstrated experience developing relationships at all levels of an organization.Experience working with diverse teams located across various countries.Highly adaptable, a driver of change, and capable of quickly rallying teams / peer groups.Demonstrate excellent communication skills. Strong influencing capabilitiesGood judgment and strong interpersonal skills.A track record of being able to connect as a trusted peer with partners, consultants, and professional development colleagues.A non-hierarchical approach and collaborative style with the flexibility and ability to build consensus.Strong organizational and process management skills.Comfortable with multi-tasking and prioritizing within a fast-paced, demanding environment.Ability to work under pressure and find win/win solutions amongcollaborators with different priorities.Ability to adhere to the highest professional standards, seek coaching and stand firm on decisions.Strong integrity, maturity, and fairness in dealing with people and confidential information. ATS