General Manager – Engineering

The Citizen Foundation; Karachi Division; On-site; PKR 2,232,000 - 3,348,000; Full time

Job summary

A leading nonprofit organization is seeking a General Manager – Talent Development to shape and execute its talent development strategy. This senior leadership role includes designing learning methodologies, establishing leadership development programs, and integrating performance management processes. The successful candidate will promote a culture of continuous learning and engagement, ensuring compliance with standards while managing talent development initiatives. This position is based in Karachi Division, Sindh, Pakistan and requires a strong background in organizational and leadership development.

Qualifications

• Proven experience in leadership and organizational development.
• Strong ability to design and implement learning strategies.
• Experience in managing talent development budgets.

Responsibilities

• Lead the development of an enterprise-wide learning strategy.
• Design and implement innovative learning methodologies.
• Establish competency frameworks for talent pipeline.

Skills

Leadership development

Talent management

Organizational development

Training needs assessment

Performance management

Cultural transformation

Job description

The General Manager – Talent Development is a senior leadership role responsible for shaping and executing the organization’s talent development strategy. This position drives capability building, leadership development, and cultural transformation to enable a high-performance, values-driven organization. Reporting to the Executive Vice President HR, the GM leads a team and serves as a strategic advisor on talent, succession planning, and organizational development.

Learning and Development Strategies

• Design and implement an enterprise-wide learning and talent development strategy aligned with organizational goals.
• Conduct training needs assessments and consolidate training needs for management and staff across all levels.
• Introduce innovative learning methodologies (e-learning, blended learning, mentorship, leadership academies).

Leadership and Capability Building

• Establish competency frameworks and leadership development programs to build a strong talent pipeline.
• Develop and execute management capability‑building programs.
• Lead succession planning and HIPO identification for management roles.

Performance and Development Integration

• Integrate learning outcomes with performance management and career progression models.
• Redesign and execute NEO (New Employee Orientation) for management.
• Design and nurture performance management processes and ensure annual execution.

Culture and Engagement

• Own organizational culture initiatives, including Values & Behaviors, engagement surveys, and related activities.
• Promote a learning culture that fosters innovation, collaboration, and continuous improvement.
• Curate engagement programs to strengthen retention and reinforce organizational values.

Governance, Analytics & Partnerships

• Define and track learning KPIs, conduct impact analyses, and maintain a robust learning analytics framework.
• Ensure compliance with donor, legal, and ethical standards in all talent development initiatives.
• Manage annual L&D budgets and optimize spend through internal and external partnerships.
• Build strategic partnerships with academic institutions, training vendors, and donor agencies to enhance programs and secure co‑funding.