Live opening · Posted 6 days ago
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About the job
Build the Leaders Who Build the Nation
In the EPC industry, our greatest competitive advantage is not just the projects we execute—it's the capability of the people who execute them. We are looking for a strategic and business-focused Head – Talent Management, Learning, Leadership & Capability Development to architect the organization's capability agenda and build a future-ready workforce across Corporate, Business Units and Project Sites.
This is not a conventional Learning & Development role.
This role is about creating an enterprise capability engine that strengthens project execution, develops future leaders, accelerates technical excellence, and enables sustainable business growth.
Why This Role Matters
As the Head of TMOD & Learning, you will be responsible;
designing and driving the organization’s Talent Management and Organizational Development agenda, including leadership development, succession planning, performance management, culture transformation, and organizational effectiveness. This role will act as a strategic partner to business leaders to build a high-performance, future-ready organization.
Leadership & Capability Development, partner directly with the CHRO, Business Heads and Project Leadership to shape the talent capabilities required for tomorrow's projects.
To influence how engineers become project managers, how project managers become business leaders, and how organizational capability becomes a strategic differentiator.
If you are passionate about transforming Talent & learning into measurable business outcomes, this is your opportunity.
What You'll Lead
Enterprise Learning Strategy
Develop and execute an organization-wide learning strategy aligned with business priorities, project pipelines and long-term growth.
Key Responsibilities
1. Talent Management Strategy
Design and implement end-to-end talent management frameworks aligned with business strategy
Lead initiatives around talent identification, assessment, and development
Drive high-potential (HiPo) programs and leadership pipelines
2. Performance Management
Own and evolve the performance management system (goal setting, reviews, calibration)
Ensure alignment of individual performance with organizational goals
Enable a performance-driven culture through tools, training, and governance
3. Succession Planning & Leadership Development
Build and manage succession planning frameworks for critical roles
Partner with leadership to identify and groom successors
Design leadership development journeys (mid-level to senior leadership)
4. Organizational Development & Effectiveness
Lead organization design, restructuring, and workforce planning initiatives
Diagnose organizational health and drive OD interventions
Facilitate change management programs for large-scale transformations
5. Learning & Development (Strategic)
Define capability-building strategy in collaboration with L&D teams
Identify future skill requirements and build development roadmaps
Oversee leadership and behavioral capability programs
6. Employee Engagement & Culture
Drive culture-building initiatives aligned to company values
Analyze engagement surveys and implement action plans
Promote a high-performance, inclusive, and growth-oriented culture
7. HR Analytics & Insights
Leverage data to drive talent decisions (attrition, performance, potential)
Build dashboards and provide insights to leadership
Track effectiveness of TMOD interventions
8. Stakeholder Management
Act as a trusted advisor to senior leadership and business heads
Collaborate with HRBPs, L&D, and COEs for seamless execution
Influence and drive adoption of TMOD frameworks across the organization
9. Leadership Development
Build a robust leadership pipeline in partnership with Talent Management & OD.
10. Technical Capability Academies
Establish Centres of Excellence and learning academies across key EPC businesses, including:
Highways & Bridges, Railways, Power Transmission & Distribution, Urban Infrastructure & Metro, Commercial & Contracts, etc.
11. Competency Framework
Develop enterprise competency frameworks covering technical, functional, behavioural and leadership competencies across all levels.
Who We're Looking For
MBA / PGDM in HR or equivalent (Engineering qualification preferred)
15–20 years of progressive HR experience with significant exposure to Talent Management, OD, Learning, Leadership Development and Capability Building
Proven experience in EPC, Infrastructure, Construction, Engineering or other project-based organizations
Demonstrated success in building enterprise-wide capability frameworks and leadership development initiatives
Strong understanding of project execution environments, technical workforce development and multi-location operations
Work arrangement
No
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