Job Title - Assistant Manager - Learning & Development
Role Purpose
Drive organization-wide capability building by designing career architecture, competency frameworks, and leadership development initiatives, aligned to business strategy and scale.
Key Responsibilities
- Design and implement career architecture and role clarity frameworks
- Build and institutionalize competency frameworks across functions
- Partner with business leaders to identify capability gaps and solutions
- Anchor leadership development interventions (mid to senior levels)
- Drive AI learning strategy and future capability readiness
- Translate business strategy into capability-building roadmaps
- Support critical initiatives like succession planning and leadership pipeline
- Measure impact of capability interventions through data and insights
Key Competencies Required
Business Acumen
- Understands business model, growth levers, and functional priorities
- Ability to connect capability building to business outcomes
Strategic Thinking
- Designs long-term capability frameworks
- Moves beyond training to system-level interventions
Stakeholder Management
- Works with senior leaders (Functional Heads & Minus one)
- Influences without authority
Capability Building Expertise
- Experience in:
- Competency mapping
- Career architecture
- Leadership development
Analytical Thinking
- Uses data to identify gaps and measure effectiveness
- Builds structured capability roadmaps
AI & Future Skills Orientation
- Awareness of AI-driven learning ecosystems
- Ability to integrate future skills into capability design
Skills & Experience
- 8–12 years in L&D / OD / Talent Development
- Experience in competency frameworks or career architecture
- Exposure to leadership development programs
- Strong communication and facilitation skills
- Experience working with mid to senior leadership stakeholders
Success Indicators
- Clear, adopted career architecture across functions
- Defined and used competency frameworks
- Improved leadership pipeline readiness
- Strong alignment between business needs and L&D interventions
- Visible shift from training → capability building
Ideal Profile
- OD / Talent Development background
- Consulting mindset (problem-solving orientation)
- Ability to operate at strategic + execution level
