Manager - Human Resources L&D (IIM)

Job Summary:

We are seeking a high-ownership HR person to architect and drive the organizations Project Management capability framework.

This role will be responsible for designing scalable, business-aligned learning ecosystems that build project-ready talent and strengthen delivery excellence across the organization.

The mandate spans enabling existing Project Managers, integrating campus and lateral PMO hires, and developing high-potential delivery professionals transitioning into Project Management roles, while ensuring alignment with evolving business demand.

Roles & Responsibilities:

1. PM Talent Pipeline Enablement

• Build and sustain a Project Manager pipeline aligned to business demand forecasting.
• Design phased onboarding and capability-building frameworks for campus and lateral PMO hires to accelerate deployment readiness.
• Establish structured transition pathways for high-potential delivery professionals moving into Project Management roles.

2. Project Management Capability Development

• Design and drive structured Project Management learning journeys aligned with delivery governance, execution excellence, and client expectations.
• Develop a comprehensive PM learning roadmap covering foundational, intermediate, and advanced capability levels.
• Create differentiated learning models based on experience level, role cadre, and business vertical requirements.

3. Learning Governance & Budget Management

• Work closely with leadership to define and manage the annual learning budget for PM capability development.
• Optimize learning investments through blended learning models (internal programs, certifications, external partnerships).
• Establish governance frameworks for PM capability programs, including quality standards, certification criteria, and review mechanisms.

4. Curriculum & Learning Architecture

• Curate role-based course curricula for targeted learner groups (Campus hires, Emerging PMs, Experienced PMs, Delivery Leads).
• Identify and onboard internal Subject Matter Experts (SMEs) and external learning partners.
• Ensure learning content integrates practical delivery scenarios, governance standards, and organizational best practices.

5. Learning Effectiveness & Impact Measurement

• Define Project Readiness benchmarks and competency frameworks.
• Measure learning effectiveness through deployment readiness, utilization timelines, delivery quality metrics, and stakeholder feedback.
• Establish continuous feedback loops to refine programs based on business outcomes.

6. Outcome & Impact Ownership

• Track and report measurable impact on:
• Deployment speed of PM talent
• Delivery effectiveness
• Project governance maturity
• Talent readiness pipeline strength