Role
Leadership Development Manager
Location
Oragadam, Plant Location
Academic Qualifications
Post-graduate qualification in Human Resources, Organization Development, Psychology
Coaching, OD, or leadership development certifications are strongly preferred.
Experience
Min 10 Years to 15 Years
Desired Candidate Profile
- Progressive experience in Leadership Development, Executive Coaching, Talent Development, or Organization Development, with direct exposure to senior leadership Teams.
- Proven experience designing and anchoring enterprise-level leadership transformation initiatives (not just delivering programs), including executive coaching, senior leadership journeys, and leadership pipeline development across multiple levels
- Exposure to large, complex, matrixed organizations, preferably in manufacturing, automotive, engineering, technology, or global environments.
- Solid grounding in leadership frameworks, Coaching , adult learning principles, behavior change, and systems thinking.
- Experience managing external partners, coaches, and institutions, ensuring quality, alignment, and ROI.
Role Purpose
- The role is responsible for architecting and driving Daimler India's leadership capability agenda across the Top Management Team, senior leaders, people managers, and emerging leaders.
- The role will shape leadership mindsets and behaviors aligned to Daimler's Great Leadership Behaviors, build a robust and future-ready leadership pipeline through targeted, data-led development interventions, and embed a strong culture of coaching. A key mandate is to enable people managers to act as everyday developers of talent and carriers of culture, thereby directly supporting business transformation, cultural evolution, and succession readiness.
Job Role & Responsibilities
Reshape & Develop Top Management Team
- Design and deliver executive coaching interventions for the Top Management Team, aligned to business priorities, leadership credo, and desired culture.
- Architect and anchor the Senior Leadership Transformation Program (L3) with a focus on:Enterprise and systems thinking, Accountability and ownership, One Daimler mindset , Leading through ambiguity, complexity, and change
- Partner closely with functional and business leaders to ensure leadership interventions are tightly aligned with strategic and transformation priorities.
Build Leadership Pipeline
- Design and implement Emerging Leadership Development Programs to build enterprise leadership capabilities among next-in-line talent.
- Strengthen the leadership pipeline by integrating leadership programs with succession planning, talent reviews, and broader talent management processes.
- Drive end-to-end delivery of leadership programs, ensuring consistency, quality, and measurable impact.
Develop People Managers Capability
- Build people manager capability through targeted, role-relevant development interventions.
- Embed core managerial routines such as goal setting, feedback, coaching, and performance conversations.
- Enable people managers to act as capability multipliers and culture carriers across the organization.
Shape a Culture of Coaching
- Establish and sustain an internal pool of certified coaches.
- Build and govern Coaching Communities of Practice to ensure coaching quality, supervision, and continuous learning.
- Integrate coaching into leadership development journeys, role transitions, and critical talent moments.
- Track and evaluate coaching impact on behavior change, leadership effectiveness, and business outcomes.
Thought Leadership, Innovation & External Partnerships
- Maintain a strong internal and external orientation, including horizon scanning, networking, and benchmarking, to identify innovative and effective leadership development practices.
- Ensure the organization remains a sector leader in leadership development by continuously evolving approaches and interventions.
- Manage third-party relationships and contract negotiations with external partners and service providers to ensure optimal value and effective resource utilization.
- Leverage emerging technologies, digital platforms, and tools to enhance the effectiveness, scalability, and efficiency of leadership development intervention
