Talent Development- Deputy Manager

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

Job summary

Valuemomentum in Hyderabad, India seeks an Assistant Manager / Deputy Manager for Talent Development to drive strategic learning initiatives across engineering teams. You will partner with Delivery Teams, Practice/Technology Leaders and SMEs to identify skills gaps and build role-aligned development solutions, from needs analysis to deployment and measurement.

The role combines strategic business partnering with hands-on execution in upskilling, reskilling, certifications, and learning

Qualifications

• 8–10 years of Talent Development experience in tech services.
• Experience supporting technical/engineering talent development.
• Bachelor’s degree; B.E./B.Tech advantageous but not mandatory.
• Postgraduate qualification in HR/LD or related field is a plus.

Responsibilities

• Partner with delivery teams and leaders to identify capability needs and skill gaps.
• Translate gaps into strategic technical learning initiatives for engineering talent.
• Manage end-to-end learning lifecycle from design to assessment and outcomes.
• Design role-aligned learning journeys with objectives, curricula, and assessments.
• Leverage competency matrices and proficiency models to set development priorities.
• Establish measures of learning effectiveness and provide actionable insights.
• Utilize AI-enabled tools to enhance learning design and analytics.
• Coordinate internal SMEs and external learning partners to deliver programs.

Skills

Talent Development

Learning & Development

Needs analysis

Stakeholder management

LMS & digital learning

AI in learning

Education

Bachelor's degree

B.E./B.Tech advantageous

Postgraduate in HR/LD

Tools

LMS

Digital learning platforms

AI learning 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.

Roles & Responsibilities

• 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.

Competencies Required

• 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, preferably 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.