GM - Talent & Capabilty

Key Result Areas/Accountabilities Training strategy and conceptualization – Working closely with the functional teams to create the capability strategy for the function. Training need analysis for all the functions Training design and delivery- Delivery of programs designed for national rollouts. Creating bespoke content for business requirements- both Functional and behavioral. For functional, identification of the best trainer externally to deliver the content. Partner with business teams to provide inputs in the content to customize as per context, needs of business and validate the functional content if it will meet the desired objectives using principles of Instructional Design Establish return on expectations for the training interventions through metrics and outcomes. Closely work with functions on key expectations and align programs Governance and management of programs – Dashboards, MIS, check-ins New initiatives/ Programs - Creation of learning paths/ learning journeys/ learning curriculums for certain roles Drive the talent management framework – Creating the right talent pipeline for critical roles Drive Diversity and Inclusion as a critical business agenda. Create bespoke programs for women colleagues in the organization for enabling them to take bigger, broader roles in the organization Create a highly engaged culture – Would involve creating an engagement charter for the circle through Leadership engagements, meaningful conversations and fun at work in the circle. Launch and drive Learning Management system – Drive digital learning interventions Research and explore innovative ways of training to create a deeper impact Managing the L&D and engagement budgets Influence decision makers across business to solve for business problems Design and facilitate change management and organization development initiatives that create an impact Recognize and adopt best practices in the area of capability and talent initiatives