Lead - TM and L&D

Responsibilities
Talent Management & Succession Planning
Develop and institutionalize the Talent Management framework across manufacturing functions.
Identify critical roles and establish succession pipelines.
Drive annual talent review and talent council processes.
Build readiness plans for N-1, N-2, and critical talent pools.
Assess talent risks and succession coverage across business units.
Establish talent dashboards and readiness metrics.
Monitor bench strength and leadership continuity for key roles.
Leadership Development
Design structured leadership development journeys for different leadership levels.
Build manufacturing leadership capability in:
Safety Leadership
Lean Manufacturing
Operational Excellence
Strategic Thinking
People Leadership
Financial Acumen
Digital Manufacturing
Change Management
Launch Hi-Potential (HiPo) development programs.
Facilitate executive coaching and mentoring initiatives.
Enable cross-functional and cross-business exposure assignments.
Learning & Development Strategy
Develop annual manufacturing L&D strategy aligned to business priorities.
Build technical, functional and behavioral capability frameworks.
Create learning architecture for:
Shopfloor workforce
Engineers
Supervisors
Managers
Functional Leaders
Manufacturing Leadership Team
Establish competency-based learning pathways.
Drive digital learning and blended learning interventions.
Improve training effectiveness and business impact measurement.
Workforce Capability Building
Develop future skills framework aligned to manufacturing automation and Industry 4.0.
Conduct organizational capability assessments.
Drive skill-matrix deployment across manufacturing functions.
Identify critical capability gaps and build intervention plans.
Support multi-skilling and cross-skilling initiatives.
Establish certification programs and technical academies.
Performance & Potential Assessment
Lead talent assessment and calibration processes.
Build mechanisms for evaluating leadership potential.
Partner with business leaders to identify future leaders.
Drive assessment center and development center initiatives.
Integrate performance, potential, and succession data.
Organizational Development
Support organization design initiatives.
Drive employee engagement capability programs.
Enable culture transformation and change management projects.
Lead interventions related to leadership effectiveness.
Create frameworks for internal mobility and career progression.
Learning Governance & Analytics
Manage L&D budget and vendor ecosystem.
Build learning dashboards and analytics.
Measure training ROI and effectiveness.
Track succession readiness and talent pipeline health.
Present insights to HR Leadership and Business Leadership teams.
Ensure compliance with statutory and internal learning requirements.
Qualifications
Educational Qualification
MBA / PGDM in HR from a reputed institute.
Certification in Talent Management, OD, Coaching, Psychometric Assessment or Leadership Development preferred.
Experience
10–15 years of HR experience.
Minimum 5–8 years in Talent Management, Leadership Development, OD or L&D.

Work arrangement
No