Assistant Manager / Deputy Manager – Talent Development
Job Summary
The Assistant Manager / Deputy Manager – Talent Development will drive strategic learning and capability-building initiatives that strengthen workforce readiness and support evolving business and technology priorities. The role partners closely with Delivery Teams, Practice/Technology Leaders and SMEs to identify skill gaps and build role-aligned development solutions for engineering talent.
The role combines strategic business partnering with hands-on execution across technical learning, competency development, upskilling and reskilling, certifications and learning analytics, with end-to-end ownership from needs analysis and solution design through deployment, assessment and outcome measurement.
Roles & Responsibilities
- Partner with Delivery Teams, Practice/Technology Leaders and SMEs to understand business priorities, technology roadmaps and current and future capability requirements, and identify skill gaps through structured TNA/TNI.
- Translate identified capability gaps into strategic technical learning initiatives for engineering talent, including upskilling, reskilling, cross-skilling and certification programs.
- Manage the end-to-end learning lifecycle – from needs analysis and solution design through planning, deployment, assessment and analysis of learning outcomes.
- Design role-aligned learning journeys in collaboration with technical SMEs, defining learning objectives, curricula, proficiency expectations and appropriate learning and assessment methods.
- Leverage technical competency matrices, skill frameworks, role-to-skill mappings and proficiency levels to identify development priorities, build learning pathways and assess capability readiness.
- Establish and track measures of learning effectiveness, skill progression and workforce/project readiness, providing stakeholders with actionable insights and recommendations.
- Leverage AI-enabled tools and learning technologies to enhance learning design, content development, assessments, analytics and learner experience.
- Manage internal SMEs, external learning partners/vendors and multiple learning initiatives to ensure quality, timely execution and achievement of intended outcomes.
Skills Required
- Strong knowledge of end-to-end Talent Development / Learning & Development processes, including needs analysis, learning solution design, deployment and effectiveness measurement.
- Demonstrated expertise in technical learning enablement and engineering capability development.
- Ability to translate business and technology capability requirements into structured learning and development solutions.
- Working knowledge of technical competency matrices, skill frameworks, role-to-skill mappings and proficiency models.
- Strong program management skills with the ability to manage multiple initiatives and stakeholder groups.
- Strong analytical skills with the ability to interpret learning, assessment and capability data and translate it into meaningful insights.
- Working knowledge of LMS, digital learning platforms and contemporary learning technologies.
- Working knowledge of AI/GenAI with practical experience using AI-enabled tools in learning and capability development.
- Strong stakeholder consulting and influencing skills.
- High proficiency in written and spoken English, including business writing, stakeholder communication, presentations and facilitation.
Competencies Required
- Learning Agility – Ability to quickly learn and adapt to evolving technologies, business priorities and capability requirements.
- Ownership & Accountability – Demonstrates a strong sense of ownership, follows through on commitments and takes responsibility for outcomes.
- Critical Thinking & Problem Solving – Ability to analyse situations, challenge assumptions, identify root causes and develop practical solutions.
- Comfort with Ambiguity – Ability to bring structure and clarity to evolving requirements and operate effectively in a dynamic environment.
- Stakeholder Orientation – Builds strong relationships, collaborates effectively and influences stakeholders across business and technology teams.
- Effective Communication – Communicates with clarity and confidence and demonstrates strong listening, questioning and presentation skills.
Experience & Qualifications
- 8–10 years of relevant experience in Talent Development / Learning & Development, preferably within a technology-led or IT services organization.
- Experience supporting learning and capability development for technical/engineering talent is essential.
- Bachelor's degree in any discipline. A B.E./B.Tech or other technology-related educational background would be an advantage, but is not mandatory.
- A postgraduate qualification in Human Resources, Learning & Development, Business or a related field would be an added advantage.
Success Measures
Success in the role will be measured through:
- Closure of identified skill and capability gaps.
- Improvement in workforce and project readiness.
- Effectiveness of technical upskilling, reskilling and certification initiatives.
- Demonstrated learning effectiveness, skill proficiency and workplace application.
- Timely and effective deployment of strategic learning initiatives.
- Stakeholder satisfaction and effectiveness of partnership with Delivery and Practice/Technology Leaders.
- Quality and reliability of learning and capability insights.
- Measurable impact of learning interventions on workforce capability and relevant business outcomes.
