Assistant Manager – Talent and Leadership Development

JOB PURPOSE: Responsible for designing and executing learning strategies, leadership development programs, and succession planning efforts to empower current and future leaders. Also Collaborate with cross-functional teams and senior leaders to assess development needs, implement impactful leadership programs, and manage succession planning initiatives. The ideal candidate is passionate about people development, has a strong grasp of adult learning principles and talent frameworks, and is experienced in delivering solutions that drive measurable business outcomes.KEY ACCOUNTABILITIES: Support the design and execution of leadership development programs across all levels of the organization, from emerging leaders to senior executives.Partner with HR and business leaders to identify talent needs and create targeted development plans aligned with business goals.Lead end-to-end execution of learning initiatives including content design, vendor management, facilitation, and program evaluation.Manage high-potential programs and assessments (e.g., 360 feedback, leadership inventories, development centers).Contribute to the creation and maintenance of the organization's talent and succession frameworks.Analyze talent data to provide insights on leadership effectiveness, development gaps, and pipeline readiness.Collaborate with Learning & Development, DEI, and HR Business Partners to ensure alignment of leadership initiatives with broader talent strategy.Drive the implementation and usage of learning technology platforms and digital tools to scale leadership development efforts.Champion a continuous learning culture by curating and promoting resources that support self-driven leadership growth.Stay updated on industry trends, tools, and methodologies to bring fresh thinking and innovation to leadership development.QUALIFICATIONS, EXPERIENCE AND SKILLS: Expert communication Skills as the role requires facilitation of critical meetings, sessions and coaching conversations, difficult conversations.Data Analysis Skills – able to populate, analyze and use data effectively for proposing enhancement in systems and processes Learning & Development Design Experience – (preferred Learning Design Certificate)Certified Facilitator(Preferred)Social Acumen & Agility: Able to navigate social situations and build influence Level – Early-career professionals currently in Specialist or Analyst or coordinator Roles Critical Experience – 3-4 YR experience in core HR or Data centric Role Critical Experience – 3-4 Years' experience in L&D and Talent Academic Background – Undergraduate/post graduate in any principle#J-18808-Ljbffr