Deputy Manager

ValueMomentum; Hyderabad; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

ValueMomentum in Hyderabad seeks an Assistant Manager / Deputy Manager - Talent Development to drive strategic learning and capability-building initiatives that strengthen workforce readiness and align with evolving business and technology priorities.

The role combines business partnering with hands-on execution across technical learning, upskilling, certifications, and analytics, owning the end-to-end lifecycle from needs analysis to outcome measurement.

Qualifications

• 8–10 years of Talent Development/Learning & Development experience in tech services.
• Experience enabling technical/engineering talent and capability development.
• Bachelors degree; an advanced HR/LD qualification is an advantage.

Responsibilities

• Partner with Delivery Teams and SMEs to identify skill gaps and plan learning initiatives.
• Translate capability gaps into strategic learning programs, including upskilling and reskilling.
• End-to-end learning lifecycle management from analysis to outcomes assessment.
• Design learning journeys with objectives, curricula and assessment methods.
• Leverage competency matrices and frameworks to set development priorities.
• Track learning effectiveness and provide actionable insights to stakeholders.

Skills

Talent Development

L&D processes

Program management

Stakeholder consulting

English proficiency

AI/GenAI knowledge

Technical learning enablement

Education

Bachelor's degree

Postgraduate HR/LD

Tools

LMS

AI-enabled tools

Job description

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.

• 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.
• 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, preferable 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.