Managerial Role in Leadership development - L&D

Job Description

Role Purpose

To design, drive, and institutionalize leadership development strategies and interventions that build a robust leadership pipeline, enhance managerial effectiveness, and strengthen organizational capability in alignment with business growth and transformation objectives.

Experience & Qualification

Experience

• 18+ years of progressive experience in Leadership Development, Learning & Development, Talent Management, Executive Development, or Organisation Development

• Proven experience in designing and deploying leadership development frameworks across managerial and senior leadership levels

• Experience working with business leaders to identify and address leadership capability gaps

• Exposure to large-scale leadership transformation initiatives, talent acceleration programs, and succession planning processes

Education

• Post Graduate Degree in Human Resources, Organisational Psychology, Management, Behavioural Sciences, Learning & Development, or related disciplines

• Certifications in Leadership Coaching, Psychometric Assessments, Executive Development, Change Management, or Facilitation will be an advantage

• Candidates from Tier 1 / Tier 2 institutes (e.g., IIMs, XLRI, TISS, ISB, MDI, SPJIMR, reputed global universities) preferred

Key Skills & Competencies

• Strong expertise in leadership development frameworks and adult learning methodologies

• Deep understanding of leadership competencies, succession management, and talent acceleration practices

• Experience with executive coaching, assessment centers, psychometric tools, and 360-degree feedback processes

• Strong facilitation skills across managerial, leadership, and executive audiences

• Consulting mindset with exceptional stakeholder management capability

• Strategic thinking coupled with strong execution and project management skills

• Ability to influence senior leadership and drive enterprise-wide initiatives

• Strong communication, presentation, and storytelling skills

• High degree of business acumen and organizational awareness

Desired Attributes

• Passion for developing leaders and building organizational capability

• Business-first mindset with strong people orientation

• Ability to translate business challenges into leadership capability solutions

• Strong learning agility and continuous improvement orientation

• Comfortable operating in dynamic and evolving business environments

• Credibility and executive presence to engage with senior leadership teams

• Balance between strategic vision and operational execution

Reporting & Working Relationships

Reports To: Head – Learning & Development

Works Closely With

• Business Leaders

• HR Business Partners

• Talent Management COE

• Learning & Development COE

• External Faculty, Coaches, and Leadership Development Partners

Success Measures

• Leadership pipeline strength and succession readiness

• Internal talent movement and promotion effectiveness

• Leadership capability assessment improvements

• High-potential talent retention

• Business impact of leadership programs

• Employee engagement and leadership effectiveness scores

• Program participation, completion, and application metrics

• Stakeholder satisfaction and leadership adoption measures