Talent Development Manager

Role:The Organisational & Talent Development Manager is a strategic and operational partner responsible for executing high-impact capability, performance frameworks that drive a high-accountability culture within TVHs Global Capability Centre in India. Operating in a highly collaborative matrix environment, this role serves as the critical bridge between global strategy and local executionpartnering directly with the Global Centre of Expertise (CoE) to adopt, localize, and embed global processes, while working hand-in-hand with local leadership and the local HR Business Partnering (HRBP) team to address business-specific needs. Serve as a trusted talent partner to local leadership and key business stakeholders, collaborating closely to diagnose organizational skill gaps, consult on team needs, and translate unique operational challenges into actionable development strategies. By designing targeted learning solutions that align regional initiatives with overall business objectives, you will elevate team capabilities and drive long-term performance, engagement, and growth. The incumbent will champion organizational agility by leading local talent development initiatives, driving the adoption and engagement of performance technology (Workday/YPM/LMS), improving our teams skills and capabilities, supporting the management of talent review and succession pipelines. By ensuring that local goals are aligned with global standards, this position plays a foundational role in minimizing organizational risk, closing critical skill gaps, and elevating overall business performance. Where required and in collaboration with country specific local HR, drive talent development initiatives and facilitate global training programs across other key APAC markets outside of India e.g: China, Australia, and Singapore.Responsibilities:1) Talent DevelopmentLearning and training: Training Need Analysis: Conduct diagnostics to determine targeted training needs, looking at specific job tasks, team efficiencies, and performance gaps. Use these insights to decide on dedicated learning methods, including training sessions or courses to enhance skills. Skill Gap Analysis: Evaluate current employee skills, analyze organizational needs, and build reskilling or upskilling training frameworks. Conduct comprehensive assessments to identify critical talent shortages. This includes identifying niche skills or critical knowledge areas where the impact of loss would be high for the company. Program Design: Create, execute, and monitor continuous learning methods and programs, capability models, and performance development initiatives. This involves leading the end-to-end lifecycle of training interventions to ensure they meet evolving organizational needs. You will be responsible for designing targeted pathways for professional growth that include strategic local or global cross-functional stretch assignments for key talents. Training Employees: Facilitate a wide range of instructor-led and self-paced programs. Oversee functional skill training such as Finance for Non-Financials and technical competencies. Manage training provider partnerships locally.Leadership pipeline and Career Pathways:Leadership & Coaching: Provide leadership coaching and guidance to designi ng career paths and individual development plans to retain high-potential employees. You will partner with managers to cultivate internal talent pipelines through structured mentorship and succession planning to mitigate leadership risks. Utilize external coaching partnerships, for selected managerial levels to bridge knowing-doing gaps. In partnership with the HR Manager, lead and facilitate the Talent Review and succession planning process to identify high-potential talent, map capabilities, and mitigate leadership risk. Partner closely with business leaders to evaluate workforce performance and potential, ensuring objective calibration and a transparent approach to talent identification. Team Effectiveness: Drive the development of high-performing leadership teams, both local and functional management groups e.g: IMT, Data Leadership Team etc. By focusing on team dynamics, foster alignment, and accelerate collective effectiveness and performance, ensuring our senior leadership structures are operating at their highest potential.2) Organisational Development Culture & engagement: Employee Engagement: Manage employee engagement surveys to nurture a positive organizational culture. Transform survey data into actionable insights and initiatives that improve workplace morale, job satisfaction, and long-term retention. Driving a Performance-Based Culture & System Adoption: Cultivate a high-accountability, performance-driven culture by leading the adoption and continuous improvement of the YPM process. This role is responsible for ensuring that performance frameworks are not just administrative exercises, but active strategic tools. Drive and align Diversity, Equity, and Inclusion