Assistant Vice President L&D

CorroHealth, Inc.; Dadri; On-site; INR 900,000 - 1,500,000; Full time

Job summary

CorroHealth, Inc. in India seeks an Associate Vice President Talent Development to architect enterprise-wide learning strategies, leadership pathways, and culture-building initiatives that align with business priorities.

You will lead a future-ready talent ecosystem to strengthen capability and employee experience. The role emphasizes data-driven learning, transformation programs, executive coaching, and collaboration with business leaders to drive workforce growth, succession planning, and a

Qualifications

• MBA or Masters in HR/OD or related field
• 18–20+ years in Talent Development/HR leadership roles
• Proven track record in leading enterprise-wide transformation initiatives
• Experience working in complex, matrixed organizations

Responsibilities

• Design and implement enterprise learning strategy aligned with business goals
• Lead end-to-end leadership development architecture for multiple levels
• Drive DEI strategy, goals, and programs to ensure inclusive workplace
• Develop and oversee holistic employee engagement strategies and interventions
• Partner with business leaders to drive workforce transformation initiatives

Skills

Strategic HR Leadership

Learning Strategy & Capability

Leadership Development

Change Management

Data-driven Decision Making

Stakeholder Management

People Development

Education

MBA / Masters in HR or Organizational Development

Job description

Role Overview

The Associate Vice President Talent Development is a strategic HR leader responsible for designing and driving a future-ready talent ecosystem that enhances organizational capability, leadership strength, and employee experience. This role will architect enterprise-wide learning strategies, leadership development pathways, and culture-building initiatives that align closely with business priorities and enable sustainable growth.

Key Responsibilities:

1. Learning Strategy & Capability Development

• Develop and implement a comprehensive enterprise learning strategy aligned with business goals and future capability requirements
• Build organizational capability frameworks across technical, functional, and behavioural domains
• Leverage digital learning, AI-enabled platforms, and modern instructional design to deliver scalable learning solutions
• Establish a data-driven approach to measure learning effectiveness, ROI, and business impact
• Partner with business leaders to anticipate skill gaps and drive workforce transformation initiatives

2. Leadership Development Programs

• Design and deploy end-to-end leadership development architecture for emerging, mid-level, and senior leaders
• Create succession planning frameworks and high-potential (HiPo) development pipelines
• Introduce executive coaching, mentoring, and action-learning programs to accelerate leadership readiness
• Embed leadership competencies aligned with organizational values and future strategy
• Collaborate with external partners (top B-schools, leadership institutions) to bring global best practices

3. Employee Engagement Initiatives

• Develop and oversee a holistic employee engagement strategy to enhance motivation, productivity, and retention
• Drive enterprise-wide surveys (e.g., engagement, pulse) and translate insights into actionable interventions
• Champion initiatives that improve employee experience across the lifecycle (onboarding to alumni)
• Partner with HRBPs and business leaders to address engagement drivers and foster a high-performance culture
• Implement recognition and reward frameworks linked to performance and values

4. Culture Building & DEI (Diversity, Equity & Inclusion)

• Define and drive a strong, purpose-led organizational culture aligned with company values and strategy
• Lead DEI strategy, goals, and programs, ensuring a truly inclusive workplace
• Build awareness and capability around inclusive leadership and unconscious bias
• Track and improve diversity metrics (gender, socio-economic, etc.) and ensure equity in talent processes
• Embed culture and DEI principles into performance management, leadership development, and talent practices

5. Career Development Frameworks

• Design and implement transparent career progression frameworks across all functions and levels
• Build skills-based career pathways and internal mobility programs
• Enable employees with tools for career self-management and growth planning
• Integrate career development with learning platforms and talent marketplaces
• Ensure alignment between career growth, succession planning, and workforce strategy

Key Outcomes / Success Metrics

• Improved organizational capability and skill readiness index
• Leadership pipeline strength and succession coverage
• Employee engagement scores and retention metrics
• DEI representation and inclusion indices
• Internal mobility and career progression rates
• Measurable business impact of learning interventions

Qualifications & Experience

• MBA / Masters in HR, Organizational Development, or related field
• 18–20+ years of experience in Talent Development / Learning / OD / HR leadership roles
• Proven track record in leading enterprise-wide transformation initiatives
• Experience working in complex, matrixed organizations
• Exposure to global best practices in learning, leadership, and culture
• Certified Professional in Talent Development (CPTD®) – ATD
  ICF Coaching Credentials
  Leadership Assessment Certification (Hogan/Korn Ferry).
  SHRM-SCP
  Korn Ferry Leadership Architect Certification.
  Hogan Assessments Certification.
  MBTI Practitioner Certification.
  Prosci Change Management Certification.
  Gallup Strengths Coach Certification.
  CIPD Level 7 Advanced Diploma (Strategic Learning & Development) (Any 2 certification Mandatory)

Key Competencies

• Strategic thinking and business acumen
• Executive stakeholder influence
• Change leadership and transformation capability
• Data-driven decision-making
• Strong program management and execution excellence
• Deep expertise in modern learning technologies and trends

Leadership Expectations

• Acts as a trusted advisor to senior leadership and the executive team
• Builds a culture of continuous learning and growth
• Drives innovation in talent and capability development
• Creates a people-first, inclusive, and high-performance organization