Sr. Manager /DGM - TMOD & Learning

About the job

Build the Leaders Who Build the Nation

In the EPC industry, our greatest competitive advantage is not just the projects we execute—it's the capability of the people who execute them. We are looking for a strategic and business-focused Head – Talent Management, Learning, Leadership & Capability Development to architect the organization's capability agenda and build a future-ready workforce across Corporate, Business Units and Project Sites.

This is not a conventional Learning & Development role.

This role is about creating an enterprise capability engine that strengthens project execution, develops future leaders, accelerates technical excellence, and enables sustainable business growth.

Why This Role Matters

As the Head of TMOD & Learning, you will be responsible;

• designing and driving the organization's Talent Management and Organizational Development agenda, including leadership development, succession planning, performance management, culture transformation, and organizational effectiveness. This role will act as a strategic partner to business leaders to build a high-performance, future-ready organization.

• Leadership & Capability Development, partner directly with the CHRO, Business Heads and Project Leadership to shape the talent capabilities required for tomorrow's projects.

• To influence how engineers become project managers, how project managers become business leaders, and how organizational capability becomes a strategic differentiator.

If you are passionate about transforming Talent & learning into measurable business outcomes, this is your opportunity.

What You'll Lead

Enterprise Learning Strategy

Develop and execute an organization-wide learning strategy aligned with business priorities, project pipelines and long-term growth.

Key Responsibilities

1. Talent Management Strategy

• Design and implement end-to-end talent management frameworks aligned with business strategy
• Lead initiatives around talent identification, assessment, and development
• Drive high-potential (HiPo) programs and leadership pipelines

2. Performance Management

• Own and evolve the performance management system (goal setting, reviews, calibration)
• Ensure alignment of individual performance with organizational goals
• Enable a performance-driven culture through tools, training, and governance

3. Succession Planning & Leadership Development

• Build and manage succession planning frameworks for critical roles
• Partner with leadership to identify and groom successors
• Design leadership development journeys (mid-level to senior leadership)

4. Organizational Development & Effectiveness

• Lead organization design, restructuring, and workforce planning initiatives
• Diagnose organizational health and drive OD interventions
• Facilitate change management programs for large-scale transformations

5. Learning & Development (Strategic)

• Define capability-building strategy in collaboration with L&D teams
• Identify future skill requirements and build development roadmaps
• Oversee leadership and behavioral capability programs

6. Employee Engagement & Culture

• Drive culture-building initiatives aligned to company values
• Analyze engagement surveys and implement action plans
• Promote a high-performance, inclusive, and growth-oriented culture

7. HR Analytics & Insights

• Leverage data to drive talent decisions (attrition, performance, potential)
• Build dashboards and provide insights to leadership
• Track effectiveness of TMOD interventions

8. Stakeholder Management

• Act as a trusted advisor to senior leadership and business heads
• Collaborate with HRBPs, L&D, and COEs for seamless execution
• Influence and drive adoption of TMOD frameworks across the organization

9. Leadership Development

Build a robust leadership pipeline in partnership with Talent Management & OD.

10. Technical Capability Academies

Establish Centres of Excellence and learning academies across key EPC businesses, including:

• Highways & Bridges, Railways, Power Transmission & Distribution, Urban Infrastructure & Metro, Commercial & Contracts, etc.

11. Competency Framework

Develop enterprise competency frameworks covering technical, functional, behavioural and leadership competencies across all levels.

Who We're Looking For

• MBA / PGDM in HR or equivalent (Engineering qualification preferred)
• 15–20 years of progressive HR experience with significant exposure to Talent Management, OD, Learning, Leadership Development and Capability Building
• Proven experience in EPC, Infrastructure, Construction, Engineering or other project-based organizations
• Demonstrated success in building enterprise-wide capability frameworks and leadership development initiatives
• Strong understanding of project execution environments, technical workforce development and multi-location operations