Manager - Training (Leadership and Behavioral)

1. Minimum 12 years of relevant experience required.
2. Experienced training/consulting professional, well versed with designing and driving leadership trainings.
3. Candidate should have designed and implemented an effective, client and employee centric training strategy for large organization.
4. Well versed with Training KPI's, TNI, Knowledge Transfer and Knowledge seeding methods, tiered Knowledge expert program etc.
5. Should be able to demonstrate clear ROI between learning investment in people and value delivered to business.
6. Manage a team of trainers while bringing consistency in practices and proactively while supporting IMUs and SGUs
7. Well versed with Organization development models like Lewin's Change Management Model, McKinsey 7-S Framework, Kotter's 8-Step Change Model, Burke-Litwin Model of Organizational Change etc. and Leadership Development Models and Frameworks like Situational Leadership Model, the 70-20-10 Learning Model and Servant and Adaptive leadership models etc.
8. Develop and execute a strategic vision for leadership development aligned with the organization's overall goals
9. Collaborate with senior leaders and VP leadership development to identify leadership development needs and ensure alignment with business objectives
10. Design and implement leadership development programs that encompass various levels of leadership within the organization
11. Utilize best practices and industry trends to create innovative and impactful leadership development initiatives
12. Conduct talent assessments to identify high-potential leaders and create succession plans
13. Work closely with HR to ensure seamless integration of leadership development initiatives with talent management processes
14. Provide leadership training and coaching to executives and high-potential employees
15. Collaborate with cross-functional teams to integrate leadership development initiatives into various functions/business units
16. Communicate the value and impact of leadership development programs to stakeholders and senior leadership
17. Establish key performance indicators (KPIs) and metrics to measure the effectiveness of leadership development programs
18. Continuously evaluate and refine programs based on feedback and outcomes

Develop and manage the budget for leadership development initiatives, ensuring cost-effectiveness and maximum impact