Manager - Talent Management, L&D and OE

PeopleStrong; Mumbai; On-site; INR 1,500,000 - 2,500,000; Full time

Job summary

PeopleStrong in Mumbai is seeking a senior HR professional to lead Talent Management, Learning & Development, and Organizational Effectiveness initiatives across India. You will own end-to-end talent lifecycle processes, drive capability building through structured learning, stakeholder governance, and budget management, ensuring high participation and quality delivery aligned with business goals.

You will coordinate PA, development plans, training architecture, induction, and e-learning

Qualifications

• End-to-end talent lifecycle management experience.
• Strong ability to coordinate Learning & Development initiatives.
• Experience in governance, stakeholder management and data-driven tracking.

Responsibilities

• Drive and coordinate Talent Management, Learning & Development, and Organizational Effectiveness initiatives.
• Manage end-to-end talent lifecycle with data-driven tracking and governance.
• Ensure timely rollout of programs, maximize participation in learning initiatives, and ensure quality delivery.
• Coordinate vendor and budget management for L&D programs.
• Oversee induction, training architecture, and central mandatory trainings.
• Drive Coursera, WIZR and other e-learning initiatives and support L&D technology adoption.
• Promote employee engagement, DEI initiatives, and PAN India awareness.

Skills

Talent Management

L&D

Education

MBA

Job description

DEPARTMENT-1 Human Resources

Country India

State Maharashtra

Function Human Resources

Skills

Skill

Talent Management L&D

MBA

CERTIFICATION

Job Description

To drive and coordinate Talent Management, Learning & Development, and Organizational Effectiveness initiatives by ensuring seamless execution, stakeholder alignment, and data-driven tracking. The role is responsible for managing the end-to-end talent lifecycle, enabling capability building through structured learning interventions, enhancing employee engagement and organizational culture, and ensuring effective vendor and budget management. Through strong coordination, communication, and governance, the role supports timely rollout of programs, maximizes participation in learning initiatives, and ensures quality delivery aligned with organizational objectives

End to end talent cycle management includes below mentioned actions :

1. Talent Identification
   1. Potential Assessment - Run PA cycle with Cohort finalization, Cohort data correction, L1 & L2 Manager awareness, PA rating 100% closure
   2. Talent Council - Prepare council decks and data that includes career conversation with the cohort, manager and HR, employee history, org strategy, talent achievements and way forward amongst other key areas
2. Talent Finalization - Post Talent Council, ensure talent ratings are correctly finalized and talent profile is updated for each and every employee who has gone through PA as per latest comments of the council
3. Talent Development
   1. Key Talent Dev - Identified Key talent will go through Development Assessment Cycle, ensure that all Key Talent complete all steps of DAC along with manager and HR interventions wherever required. Post DAC, keep a track of development needs as per council and DAC to identify programs, mentoring, etc. for them
   2. Other Dev - Employees who are not a part of Key Talent cohort, keep a note of their development needs as per council comments and identify trainings for them.
4. Process Continuum - As Talent Manager, you have to ensure the closure of the cycle, that means the development needs identified in council/dac should be addressed via online/in person training or mentoring/reverse mentoring or e-learning, etc.
5. Challenges
   1. Follow Up with stakeholders for PA closure, attending assigned training & completing DAC milestones.
   2. Information Management & Confidentiality- Ensure that you have a hold on employee information, you should be aware of their career aspirations, challenges, etc. And ensure to maintain confidentiality at all steps

1. Identify role movement opportunities and execute the same
2. Create transition Plan for employees who have gone through relevant role change
3. Facilitate Know Your Talent sessions for identified employees with ABC and ABML Leaders

Conduct training need analysis and create the Non-Sales training architecture. Execution of the architecture including, session plan, facilitator finalization, invite, attendance and closing mailer with impact calculation will also be a part of your responsibility

Induction for all employees - both ABC and ABML Induction to be conducted and managed within stipulated timeline

1. Nomination for centrally driven programs and courses
2. Training Attendance management for Learning Index, reports, dashboards and hygiene
3. Support ABC University with behavioral facilitation
4. Drive Central Mandatory trainings
5. Support in Learning Fest

1. Drive Coursera, WIZR and other e-learning initiatives
2. Support in L&D Tech Tool drive

Engagement - Calendarise Employee Engagement and drive the cascade PAN India

Branding - All employee engagement activities should be posted on Social Media with a focused approach on increasing likes, shares by 10%

Experience - Employee experience to be captured in the feedbacks given to

Survey - Drive employee surveys like VIBES, 360 Feedback, etc ensuring 100% feedback is received with 100% action planning

Driving wellness initiatives in the entity and empowering employees to have a healthier lifestyle

1. Driving central DEI initiatives in the business unit
2. Driving Women Influence Network (WIN), that is a support group for females of the business unit

ABG, ABC & ABML Award end to end management of nomination, shortlisting, presentation coordination and award money allocation and utilization

1. Yearly Budget planning
2. Payout management
3. Expense tracking