Manager – Learning & People Development

Office Based Role ONLY
We are accepting Job Applications on Email
Direct Applications Accepted : Email : nagashree.kc@quest-global.com COPYING
Prasad.Venkatachala@quest-global.com;Sunil.Chandran@quest-global.com
Experience : 10 - 15 Years
Should have experience with below skills (Must Have)
Learning and Development
Leadership development
Succession Planning
360 Degree Review Programs
Facilitation
Talent review
Preferred Certifications Like Hogan, DiSC, PI (Predictive Index), MBTI (Myers-Briggs))
Content design
Org development
Job Requirements
At Quest Global, it’s not just what we do but how and why we do it that makes us different. With over 25 years as an engineering services provider, we believe in the power of doing things differently to make the impossible possible. Our people are driven by the desire to make the world a better place—to make a positive difference that contributes to a brighter future. We bring together technologies and industries, alongside the contributions of diverse individuals who are empowered by an intentional workplace culture, to solve problems better and faster.
Manager – Learning & People Development
Role Overview
The Manager – Learning & People Development plays a critical role in strengthening Quest Global’ s leadership and people capability. The role is responsible for end‑to‑end program management of the Emerging Business Leader (EBL) program and for contributing to the design and delivery of core learning and leadership development initiatives across the organization.
This role blends program orchestration, learning design, stakeholder management, and execution discipline, ensuring leadership development efforts are relevant, scalable, and aligned with business priorities. The role works closely with the CLO organization, HR Business Partners, and Business Leaders.
Key Responsibilities
1. Ownership of the Emerging Business Leader (EBL) Program
Talent Acquisition & Onboarding
· Partner with Leadership Hiring, HR, and Delivery teams to identify, select, and onboard EBLs (both fresh graduate & lateral hires).
· Design and execute a seamless onboarding experience, including success metrics to evaluate effectiveness.
· Facilitate internal mobility for high-potential talent transitioning from delivery to sales tracks.
Program & Project Management
· Own the end-to-end management of the EBL program, including planning, execution, stakeholder engagement, and reporting.
· Lead the design, curation, and continuous improvement of learning journeys for EBLs, integrating best practices in adult learning and leadership development.
· Ensure alignment of learning content with sales and leadership competencies.
· Collaborate with Global Business Heads and Strategic Business Leaders to deploy EBLs into critical business opportunities and rotations.
· Monitor progress using robust metrics and provide regular updates to stakeholders.
Assessment & Evaluation
· Develop and implement assessments to measure learning effectiveness, & readiness, and program ROI.
· Analyze feedback and performance data to drive continuous improvement.
2. Learning & Leadership Development
Architect and execute the development of forward-looking, high-impact learning and leadership development programs across different talent categories
Support the design, rollout, and enhancement of manager and leadership development programs aligned to enterprise capability needs.
Ensure learning interventions go beyond events to structured journeys with practice and reinforcement.
Work with internal subject matter experts and external faculty to ensure learning quality and relevance.
3. Stakeholder & Vendor Management
Serve as a primary liaison across stakeholders involved in leadership and people development programs.
Manage relationships with external learning partners, facilitators, and assessment providers (as applicable).
Ensure timely delivery, quality standards, and alignment with program intent.
4. Learning Governance, Metrics & Reporting
Ensure program governance through adherence to playbooks, process documentation, and compliance with organizational standards.
Track and report key metrics, risks, and outcomes to senior leadership on a regular basis.
Essential Qualifications & Experience
A Master’s degree in Human Resources, Organization Development, Psychology field.
15+ years of progressive experience in learning & development, leadership development, or sales enablement, with a record of managing large-scale programs.
Demonstrated expertise in learning design, leadership development frameworks, succession planning, and 360-degree feedback.
Proven experience in vendor management and partnership building.
Strong analytical, critical and systems thinking skills.
Advanced proficiency in Microsoft Office Suite (PowerPoint, Excel).
Excellent verbal and written communication skills; confident, articulate, and able to influence at all levels.
Ability to thrive in a fast-paced, virtual, and multicultural environment.
Desired Attributes
Demonstrates strong collaboration and influencing skills, with the ability to take initiative and drive projects forward.
Capable of managing multiple tasks simultaneously while maintaining a high level of accuracy and attention to detail.
Ability to manage ambiguity and change.
High degree of adaptability, resilience, and resourcefulness.
Knowledge of psychometric tools such as Hogan, PI, etc.
Work Experience
Manager – Learning & People Development
Role Overview
The Manager – Learning & People Development plays a critical role in strengthening Quest Global’ s leadership and people capability. The role is responsible for end‑to‑end program management of the Emerging Business Leader (EBL) program and for contributing to the design and delivery of core learning and leadership development initiatives across the organization.
This role blends program orchestration, learning design, stakeholder management, and execution discipline, ensuring leadership development efforts are relevant, scalable, and aligned with business priorities. The role works closely with the CLO organization, HR Business Partners, and Business Leaders.
Key Responsibilities
1. Ownership of the Emerging Business Leader (EBL) Program
Talent Acquisition & Onboarding
· Partner with Leadership Hiring, HR, and Delivery teams to identify, select, and onboard EBLs (both fresh graduate & lateral hires).
· Design and execute a seamless onboarding experience, including success metrics to evaluate effectiveness.
· Facilitate internal mobility for high-potential talent transitioning from delivery to sales tracks.
Program & Project Management
· Own the end-to-end management of the EBL program, including planning, execution, stakeholder engagement, and reporting.
· Lead the design, curation, and continuous improvement of learning journeys for EBLs, integrating best practices in adult learning and leadership development.
· Ensure alignment of learning content with sales and leadership competencies.
· Collaborate with Global Business Heads and Strategic Business Leaders to deploy EBLs into critical business opportunities and rotations.
· Monitor progress using robust metrics and provide regular updates to stakeholders.
Assessment & Evaluation
· Develop and implement assessments to measure learning effectiveness, & readiness, and program ROI.
· Analyze feedback and performance data to drive continuous improvement.
2. Learning & Leadership Development
Architect and execute the development of forward-looking, high-impact learning and leadership development programs across different talent categories
Support the design, rollout, and enhancement of manager and leadership development programs aligned to enterprise capability needs.
Ensure learning interventions go beyond events to structured journeys with practice and reinforcement.
Work with internal subject matter experts and external faculty to ensure learning quality and relevance.
3. Stakeholder & Vendor Management
Serve as a primary liaison across stakeholders involved in leadership and people development programs.
Manage relationships with external learning partners, facilitators, and assessment providers (as applicable).
Ensure timely delivery, quality standards, and alignment with program intent.
4. Learning Governance, Metrics & Reporting
Ensure program governance through adherence to playbooks, process documentation, and compliance with organizational standards.
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Work arrangement
No