Sr Manager - Talent Enablement

Sutherland; Hyderabad; On-site; INR 2,400,000 - 4,800,000; Full time

Benefits offered by this job

Competitive wages

Incentives based on KPI performance

Excellent benefits package

Employee recognition programs

Job summary

Sutherland is seeking a Talent Enablement Sr Manager to design and execute enterprise-wide skills frameworks, role clarity, and learning enablement. You will align skills, roles, and learning journeys, ensuring clear expectations at each level and enabling internal mobility.

The role partners with HR, business leaders, and L&D teams to govern competencies, career pathways, and structured learning journeys, driving measurable impact through upskilling and readiness for future roles.

Qualifications

• Minimum 5 years in Talent Management, Learning & Development, or Organizational Capability
• Experience with Skill Taxonomy, Job Architecture, Learning Design, and Competency Frameworks
• Strong analytical and reporting skills with data-driven decision making
• Excellent communication and stakeholder management across global/matrixed organizations
• Proficiency with learning technologies (e.g., LMS, LXP, analytics tools) and relevant HR systems

Responsibilities

• Create a structured view of skills and roles across the enterprise.
• Categorize and define competencies by level, function, and role family.
• Provide role clarity and career pathways.
• Enable managers and employees to see what 'good' looks like at each level.
• Define what needs to be learned, by whom, how, and when.
• Oversee deployment and execution of learning journeys.
• Map skills to all learning content.
• Review content and provide customized, role-based learning plans.
• Report actionable insights to measure learning adoption and impact.
• Enterprise Skills Framework – structured view of skills and roles.
• Competency Dictionary – defined competencies by level, function, and role family.
• Career Pathways & Role Clarity Guides – progression and expectations.
• Learning Needs Framework – mapping of what needs to be learned.
• Learning Journey Oversight – governance and deployment of journeys.
• Skills-to-Learning Mapping Matrix – repository linking skills to content.
• Learning Content Review Report – audit with recommendations.
• Curated Learning Journeys in LMS – alignment with skills.
• Learning Deployment Tracker – progress tracking.
• Insights & Impact Reports – data on adoption and business impact.
• Continuous Improvement Recommendations – data-driven enhancements.

Skills

Strong communication

Analytical skills

English proficiency

Stakeholder management

Strategic thinking

Education

Bachelor’s degree in HR/OD/related field

Master’s degree preferred

Tools

LMS

LXP

Analytics tools

MS Office

Job description

The Talent Enablement Sr Manager will lead the design and execution of enterprise-wide strategies to build a skills-based organization through structured skills frameworks, role clarity, and learning enablement. This leader will architect the alignment of skills, roles, and learning journeys across all functions, ensuring clarity on "what good looks like" at each level and enabling internal mobility and development.

The Sr Manager will partner with HR, business leaders, and learning teams to define competencies, career pathways, and governance for structured learning journeys. They will oversee the deployment and continuous improvement of talent development programs that drive measurable business impact through upskilling, engagement, and readiness for future roles.

This position requires a strategic thinker with a deep understanding of talent architecture, strong analytical skills, and proven experience leading global or large-scale learning and talent enablement initiatives.

Objectives

• Build enterprise capability: that enable a skills-based organization.
• Enhance learning impact: Ensure learning journeys are aligned to skills architecture and measured for adoption and business outcomes.
• Enable internal mobility: Provide clear visibility into career paths and skill requirements, empowering employees to navigate their growth.
• Drive stakeholder alignment: Collaborate with business, HR, and L&D partners to define learning needs, governance, and adoption strategies.
• Ensure continuous improvement: Use data, feedback, and analytics to enhance content, track impact, and evolve learning strategies.

Scope of Responsibility

• Create a structured view of skills and roles across the enterprise
• Categorize and define competencies by level, function, and role family
• Provide role clarity and career pathways
• Enable managers and employees to see what "good" looks like at each level
• Define what needs to be learned, by whom, how, and when
• Oversee deployment and execution of learning journeys
• Map skills to all learning content
• Review existing content and provide customized, role-based learning plans aligned to skills architecture
• Report actionable insights to measure learning adoption and impact
• Enterprise Skills Framework – Structured view of skills and roles across the organization
• Competency Dictionary – Defined competencies by level, function, and role family
• Career Pathways & Role Clarity Guides – Tools to help employees and managers understand progression and expectations
• Learning Needs Framework – Clear mapping of what needs to be learned, by whom, how, and when
• Learning Journey Oversight – Governance and deployment of structured learning journeys
• Skills-to-Learning Mapping Matrix – Repository linking skills to learning content
• Learning Content Review Report – Audit of content, with recommendations for customized, role-based learning
• Curated Learning Journeys in LMS – Structured learning aligned with skills architecture
• Learning Deployment Tracker – Tracking system for progress and milestones
• Insights & Impact Reports – Actionable data on adoption, engagement, and business impact
• Continuous Improvement Recommendations – Ongoing enhancements based on data and feedback

Qualifications

• Strong communication skills to Internal and External clients.
• Can work in a fast-paced environment with dynamic changes.
• Strong analytical skills; be able to interpret data, identify trends, and make suggestions for improvements.
• Excellent working knowledge of MS Office applications.
• Must be proficient in reading and writing English in a professional environment.

Requirements

• Minimum of 5 years of experience in Talent Management, Learning & Development, or Organizational Capability
• Proven expertise in Skill Taxonomy, Job Architecture, Learning Design, and Competency Frameworks
• Strong analytical and reporting skills with experience managing data-driven decision makingExcellent communication and stakeholder management skills across global and matrixed organizationsProficiency in learning technologies (e.g., LMS, LXP, analytics tools)Bachelor’s degree required; Master’s degree in HR, Organizational Development, or related field preferredCompetitive wagesFun and fast-paced work environmentAttractive quarterly incentives based on Program KPI performanceContinuous learning and developmentExcellent benefits package
• Employee recognition programs
• Team building and social activities, participation in voluntary work, charity causes, etc.