Assistant Manager

Job Title - Assistant Manager - Learning & Development

Role Purpose

Drive organization-wide capability building by designing career architecture, competency frameworks, and leadership development initiatives, aligned to business strategy and scale.

Key Responsibilities

• Design and implement career architecture and role clarity frameworks
• Build and institutionalize competency frameworks across functions
• Partner with business leaders to identify capability gaps and solutions
• Anchor leadership development interventions (mid to senior levels)
• Drive AI learning strategy and future capability readiness
• Translate business strategy into capability-building roadmaps
• Support critical initiatives like succession planning and leadership pipeline
• Measure impact of capability interventions through data and insights

Key Competencies Required

Business Acumen

• Understands business model, growth levers, and functional priorities
• Ability to connect capability building to business outcomes

Strategic Thinking

• Designs long-term capability frameworks
• Moves beyond training to system-level interventions

Stakeholder Management

• Works with senior leaders (Functional Heads & Minus one)
• Influences without authority

Capability Building Expertise

• Experience in:
• Competency mapping
• Career architecture
• Leadership development

Analytical Thinking

• Uses data to identify gaps and measure effectiveness
• Builds structured capability roadmaps

AI & Future Skills Orientation

• Awareness of AI-driven learning ecosystems
• Ability to integrate future skills into capability design

Skills & Experience

• 812 years in L&D / OD / Talent Development
• Experience in competency frameworks or career architecture
• Exposure to leadership development programs
• Strong communication and facilitation skills
• Experience working with mid to senior leadership stakeholders

Success Indicators

• Clear, adopted career architecture across functions
• Defined and used competency frameworks
• Improved leadership pipeline readiness
• Strong alignment between business needs and L&D interventions
• Visible shift from training capability building

Ideal Profile

• OD / Talent Development background
• Consulting mindset (problem-solving orientation)
• Ability to operate at strategic + execution level