Key Accountabilities Talent Management:  Define, Design and Release Leadership Framework  Launch Talent Management framework and execute  Drive the leadership intervention in line with the phase leadership matrix across levels of hierarchy.  Supporting the development of high potential employees ensuring an enhanced pipeline of High Performing Talent, career path management  Organize and Facilitate Talent Review Board for specific hierarchy  Design & develop competency matrix for various roles & hierarchy.  Partner with appropriate agencies to build assessment & development centers  Execution of change management and organization development initiatives that create an impact, raise organizational effectiveness creating a culture of high performance  Manage the talent pipeline Graduate Program, deployment in India & Globally  Facilitate and Anchor Team Building / Outbound Program for teams – Capability Development:  Competency development and mapping exercise and finding gaps between available and required proficiencies (AP & RP).  Drive a culture of individuals owning their development needs by driving IDPs and help support making the IDP an individual’s – with periodic review Integrate TM in our PMS and vice-versa  Ensure ongoing capability building process of SMT  Develop L&D dashboards for business reviews to report out on L&D metrics, insights for ongoing/completed projects and provide actionable recommendations for the future in line with business and L&D strategy.  Ensure appropriate training and development to bridge the competency gap. o design & publish the Annual Training Calendar o identify and engage relevant faculty for each training module Job Description – Manager- Learning & Organization Development 2 o stay closely connected with managers to ensure every training module has a critical mass of participants o establish contacts with participants all the way from the day of their nomination till the delivery of the module o monitor participant feedback and convey to all concerned o publish quarterly training reports o Evaluate and communicate effectiveness of Training interventions at a reaction, learning and application level to keep stakeholders informed of investment and impact.  Develop the skill matrix and update in line with the developmental actions.  Support design and execution of Learning and Development interventions to strengthen people capability  Facilitate in-house training modules  Apply knowledge of effective learning and development methodologies, platforms and benchmarks to improve service offerings.  LMS Management and training administration. Maintain reports and trackers as per assigned initiatives.  Manage formal and information communications for L&D team interventions to drive awareness, adoption and attendance among employees and leaders.  Digitize and automate the L&D and TM agenda across  Manage the activities of the center within the budgetary approvals