Manager - Learning & Talent Development (RPGLS_JR_000535)

External Job Description

Key Responsibilities
1. Learning Strategy & Execution
Develop and execute the annual learning strategy based on organizational priorities, capability gaps, and talent needs.
Roll out structured learning pathways for different employee segments (first-time managers, senior leaders, high-potentials).
Lead implementation of digital learning platforms and blended learning programs.
2. Training Needs Analysis (TNA) & Learning Action Plans
Conduct organization-wide TNA in partnership with HRBPs and line managers.
Translate findings into function-wise and level-wise L&D action plans.
Monitor adherence to learning plans and adjust programs based on business evolution.
3. Talent Segmentation & High-Potential (HiPo) Development
Design and implement frameworks for talent segmentation based on performance and potential.
Partner with Group TM team to run talent review processes and HiPo identification.
Create accelerated development journeys for HiPos, including job rotations, mentoring, and stretch assignments.
4. Succession Planning
Drive succession planning processes across critical roles and leadership positions.
Facilitate talent reviews with business and HR leaders to identify successors and assess readiness.
Track development actions and readiness pipelines using succession analytics.
5. Career Pathing & Internal Mobility
Develop and communicate structured career paths across functions and levels to aid in employee growth and retention.
Partner with line managers and HRBPs to support internal mobility and individual development plans (IDPs).
Integrate career development into talent and learning conversations.
6. Learning Impact & ROI Measurement
Define KPIs and success metrics for all major learning interventions.
Use surveys, assessments, on-the-job applications, and business impact metrics to measure ROI.
Report insights to HR leadership and drive course correction where necessary.
7. Leadership Development
Implement leadership capability-building programs aligned with business strategy and the RPG Group leadership framework.
Customize internal and external leadership interventions (workshops, executive coaching, external programs).
8. Collaboration with RPG Group TM & L&OD
Partner with the Group HR team to align on corporate programs (e.g., Group Learning Academies, leadership programs, cross-entity mobility).
Drive adoption and local execution of group-wide initiatives, sharing best practices and talent insights.
9. Diversity, Equity & Inclusion (DEI)
Partner with HR Head and Group D&I leads to integrate inclusion into learning and talent programs.
Develop targeted development programs for underrepresented groups and ensure inclusive content design.
Promote awareness and behavioral change through sensitization sessions, workshops, and leadership engagement.
10. Vendor Management & External Partnerships
Identify and manage learning partners, coaches, and facilitators.
Evaluate vendor effectiveness and ensure learning quality and delivery standards.

Competencies