talent development manager

RTC-1 Employment Services

The Role
 Position Title: Talent Development Manager Employment Type: Full Time Salary: Competitive salary package depending on experience and qualifications plus one bedroom apartment and transportation Job Location: Abu Dhabi, UAE About the Client: A 5-star luxury hotel in Abu Dhabi that embodies a perfect blend of heritage, modern luxury, and exceptional service. Job Description: • Lead all Learning & Development (L&D) activities across the property, including onboarding of new hires, off-job and on-job training programs, and development of in-house modules aligned with Group Training standards. • Conduct quarterly L&D needs analyses and prepare data-driven quarterly plans to address real business requirements and enhance organizational capability. • Coach and oversee On-Job Trainers, ensuring effective delivery, monitoring, and continuous improvement of training programs through structured tools and follow-ups. • Collaborate with HR to drive performance management, support Personal Development Plans (PDPs), and ensure timely submission of monthly L&D calendars and reports.
 
Requirements
 <ul>
<li>Bachelor’s degree in Human Resources, Hospitality Management, or related field (Master’s preferred). • Minimum 3-5 years of L&D or Talent Development experience in luxury or 5-star hotels • Expertise in designing and delivering training programs, leadership development initiatives, and performance management systems • Strong proficiency in modern HR systems, digital learning tools, and competency frameworks, combined with excellent communication, facilitation, and coaching skills.</li>
</ul>
About the company
 RTC-1 Employment Services is a licensed recruitment firm based in Dubai, UAE. Our team has been in the market since 2004 and we are supporting various industries with their staffing needs across the Middle East and Africa.

Talent Development Manager

Enhance Group- WJ Towell Group company

<div>
 
 
 Job Objective:
 
 
 
 
 
 
 
 Oversee the development and implementation of strategies and actions to improve employee performance and productivity within the organization. This role involves analyzing performance, identifying areas for improvement, and collaborating with employees and management to ensure corrective actions are taken to improve overall organizational performance.
 
 
 &nbsp;
 
 
 
 
 
 
 
 
 
 Work Location:&nbsp;
 
 
 
 
 
 
 Enhance Group - Muscat Office
 
 
 
 
 
 
 Reporting To:
 
 
 
 
 
 
 
 Head - People and Business Services
 
 
 
 
 
 
 
 Job Touch-points:
 
 
 
 
 
 
 
 Internal
 
 
 <ul>
 <li>
 
 Business/Function Heads
 
 </li>
 <li>
 
 HR team (Enhance and Centralized Group HR)
 
 </li>
 <li>
 
 Enhance &amp; Towell Group Employees
 
 </li>
 <li>
 
 Finance and IT teams
 
 </li>
 </ul>
 
 
 
 
 
 External
 
 
 <ul>
 <li>
 
 Performance Consultants
 
 </li>
 <li>
 
 Training &amp; Development Partners
 
 </li>
 <li>
 
 Legal Consultants
 
 </li>
 <li>
 
 Ministry of Labor representatives
 
 </li>
 </ul>
 
 
 
 
 
 Principal Accountability:
 
 
 
 
 
 
 
 
 PEOPLE REVIEW/SUPPORT:
 
 
 
 <ul>
 <li>
 Conduct monthly meetings with Business Cluster/unit leaders to discuss current and proposed People requirements and align on people actions, including, but not limited to, transfers, exits, performance improvement plans, etc.
 </li>
 <li>
 
 Act as a single point of contact (SPOC) for the Business Unit leadership for all People-related initiatives and issues.
 
 </li>
 <li>
 Be up to date on Labour laws and regulations, as well as other legal requirements regarding people management, to help leaders ensure compliance.
 </li>
 <li>
 Helping line managers deal with organizational, people, disciplinary, performance, and change-related issues.
 </li>
 <li>
 Provide BU-specific inputs to the HR and commercial leadership for alignment and recommend solutions for people-related issues.
 </li>
 <li>
 Responsible for Employee life cycle management of all the employees of the BUs in coordination with the HR Centres of Excellence.
 </li>
 <li>
 Provide support related to the function of Performance, Talent Development, to the Group Centralized team covering other linked business divisions
 </li>
 <li>
 Act as subject matter expert and provide support to other group entities in developing their own Career Development Plan and Performance management frameworks.
 </li>
 </ul>
 
 
 
 
 
 
 PEOPLE PERFORMANCE AND HC REVIEW:
 
 
 
 <ul>
 <li>
 
 Organisation Structure
 
 : Optimize organizational design to increase productivity and improve business performance in collaboration with BU leadership and the HR head.
 </li>
 <li>
 
 HC BUDGET Review:
 
 Ensure all Business Divisions align with the approved HC budget and take timely actions to rectify any deviations.
 </li>
 </ul>
 
 
 -&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Ensure the best utilization of Internal vs. External Resources within the set training budget.
 
 
 <ul>
 <li>
 
 Talent Gap Review:
 
 Coordinate with the Central Talent Acquisition team to source and identify candidates for assigned Clusters.
 </li>
 <li>
 
 HR Interviews:
 
 Interview candidates along with BU line managers to fulfil talent requirements and ensure minimum gaps.
 </li>
 <li>
 
 Performance Management
 
 :
 </li>
 </ul>
 
 
 -&nbsp;&nbsp;Drive the appraisal cycle and rollout of performance management systems for the BU in coordination with the Central HR team.
 
 
 
 
 -&nbsp;&nbsp;Ensure the development and review of the Departmental KPIs via liaising with Business Heads.
 
 
 <ul>
 <li>
 
 Performance Improvement:
 
 Drive Business Unit/Cluster-specific performance improvement initiatives- Issue PIPs for non-performance and administer disciplinary actions in coordination with Cluster leadership. Track employee productivity metrics for the assigned BU/ cluster and report back to the HR and commercial leadership members with recommendations for performance improvement plans and other actions.
 </li>
 <li>
 
 Grievance management:
 
 Working together with management to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unwanted turnover for the assigned Business Unit.
 </li>
 </ul>
 
 
 
 
 
 
 LEARNING AND DEVELOPMENT / SUCCESSION PLANNING:
 
 
 
 <ul>
 <li>
 
 Improve Employee Skills &amp; Competencies
 
 </li>
 </ul>
 
 
 -&nbsp;&nbsp;Ensure all employees will have a completed Individual Development Plan (IDP).
 
 
 
 
 -&nbsp;&nbsp;Ensure meeting the training Hours per Employee per Year.
 
 
 
 
 -&nbsp;&nbsp;Follow up on the increase in employees' skill Proficiency by liaising with managers on pre-/post-assessments and evaluation.
 
 
 
 
 -&nbsp;&nbsp;Improve the number of employees who successfully cross-train or rotate into new roles.
 
 
 <ul>
 <li>
 
 Succession planning:
 
 In coordination with the central HR development team:
 </li>
 </ul>
 
 
 -&nbsp;&nbsp;Mitigate business risk and ensure organizational continuity by proactively identifying critical roles, assessing current talent, and systematically developing a robust pipeline of high-potential internal successors, thereby reducing dependency on external hiring for key positions, increasing internal promotion rates, and significantly improving the retention of top talent through focused investment in their growth.
 
 
 
 
 -&nbsp;&nbsp;Select and develop key talent to ensure there is bench strength to fill critical roles.
 
 
 <ul>
 <li>
 
 Career Development:
 
 Ensure all high-performing employees in the assigned BU have a career development plan and provide timely inputs to ensure the retention of key talent.
 </li>
 <li>
 
 Reskilling and upskilling:
 
 Identify training needs and assist the L&amp;D function in aligning training programs with business objectives.
 </li>
 <li>
 
 Team Dynamics
 
 : &nbsp;Improving Employee Survey participation and engagement scores.
 </li>
 </ul>
 
 
 
 
 Key Performance Indicators
 
 
 :
 
 
 <ul>
 <li>
 
 Improvement in Internal Productivity measures
 
 </li>
 <li>
 
 On-time Completion of performance cycles
 
 </li>
 <li>
 
 Improve Employee Skills &amp; Competencies
 
 </li>
 <li>
 
 Increase Engagement with Learning
 
 </li>
 <li>
 
 Enhance Learning Effectiveness
 
 </li>
 <li>
 
 Drive Performance Strategic Initiatives
 
 </li>
 <li>
 
 Manage Budget and Resources Effectively
 
 </li>
 <li>
 
 Up-to-date Career Development Plans
 
 </li>
 <li>
 
 Up-to-date performance Management framework and policy.
 
 </li>
 <li>
 
 Implement an Effective Cycle
 
 </li>
 <li>
 
 Drive Quality Conversations
 
 </li>
 <li>
 
 Differentiate and Reward Performance
 
 </li>
 <li>
 
 Build a Robust Talent Pipeline
 
 </li>
 <li>
 
 Develop High-Potential Talent
 
 </li>
 <li>
 
 Turnaround time (TAT) on disciplinary issues
 
 </li>
 <li>
 
 Reduction in labor issues/ grievances
 
 </li>
 <li>
 
 Facilitate Effective Team Dynamics
 
 </li>
 <li>
 
 Leverage Technology and ROI
 
 </li>
 <li>
 
 Up-to-date succession Plan implementation
 
 </li>
 </ul>
 
 
 
 
 
 &nbsp;Job Specifications:
 
 
 
 
 
 Education and Experience
 
 
 
 <ul>
 <li>
 
 Graduate in Business Management/ HR specialization
 
 </li>
 <li>
 
 A postgraduate degree in Human Resources/Business Management would be an additional benefit.
 
 </li>
 <li>
 
 Minimum 5 years of experience in a large service sector company.
 
 </li>
 <li>
 
 Overall, 10 years of experience in HR with experience in interacting with the Ministry of Labor.
 
 </li>
 <li>
 
 Omani national with a relevant educational background.
 
 </li>
 <li>
 
 Experience managing labor cases and interventions with authorities will be an added advantage.
 
 </li>
 </ul>
 
 
 
 Specialized Skills/Other Requirements
 
 
 
 <ul>
 <li>
 
 Fluent in English and Arabic
 
 </li>
 <li>
 
 Excellent Communication skills and strong negotiation skills
 
 </li>
 <li>
 
 MS Office skills &ndash; Preparation of presentations &amp; Reports
 
 </li>
 <li>
 
 Multitasking &amp; good attention to detail
 
 </li>
 <li>
 
 Effective employee engagement skills
 
 </li>
 <li>
 
 Omani National with knowledge of regional nuances across all governance.
 
 </li>
 </ul>
 
 
 
 
 
 About Enhance Group:
 
 
 
 
 
 
 Founded in 1967 as a strategic partnership between W.J. Towell and Spinneys, Enhance Group quickly established itself as a leader in FMCG distribution in Oman and the UAE. Today, Enhance Group spearheads the FMCG Business Cluster within Towell Group&mdash;one of the largest and most prominent private sector companies in Oman, with extensive connections across the Middle East, India, and Europe.
 
 
 
 
 
 Over the years, Enhance Group has strengthened its presence in Oman and the UAE through strategic mergers, acquisitions, and the growth of its FMCG distribution, retail, and manufacturing businesses.
 
 
 
 
 
 Enhance Group is an FMCG manufacturing, distribution, and retail organisation expertly managing every aspect of omni-channel distribution across geographies. Bolstered by a strong logistics and warehousing infrastructure, featuring an extensive direct distribution fleet serving more than 10,000 customers across geographies, Enhance Group is the distributor of choice for regional and global power brands.
 
 
 
 
 
 Powered by cutting-edge technology-driven solutions, our group companies provide best-in-class coverage and in-market execution across channels for our Business Partners such as Reckitt, L&rsquo;Or&eacute;al, Kenvue (Johnson &amp; Johnson), Mars Wrigley, Unilever, Nestle, Napco, Afia, Al Safi Danone, and many more.
 
 
 
 
 
 
 
 
 For more information, please visit https://official.enhance-group.com/
 
</div>

Performance and Talent Development Manager

Bulgari

<div></div><div><div><div>Position
HR Development Specialist 


who will contribute in accelerating company growth as steward of culture, talent and change. 


Reporting to the Development &amp; Recruiting Manager, he/she will collaborate with business leaders and HR colleagues to focus recruiting needs and create strategic solutions that foster development of talent across the Company.

He/She will enhance individual and organizational performance by offering innovative people development programs.
Job responsibilities
Main Accountabilities:
<ul><li>Support the organization in designing and implementing leadership/talent development programs</li></ul>
<ul><li>Manage the Performance Appraisal process and Performance Improvement Plans</li></ul>
<ul><li>Participate in assessment/development centers</li></ul>
<ul><li>Perform Career Interviews</li></ul>
<ul><li>Ensure data coverage and data quality of the talent management system</li></ul>
<ul><li>Develop audits to identify training needs, designing and running the learning offer</li></ul>
<ul><li>Schedule, organize, monitor training events and sessions</li></ul>
<ul><li>Internal survey design, implementation &amp; analysis</li></ul>
<ul><li>Manage the relationship with internal clients</li></ul>
<ul><li>Participate in and support Company and Group Employer Branding initiatives</li></ul>
Profile
Qualifications / Professional Capabilities:
<ul><li>At least 7 years experience in a HR role, preferably in recruiting/talent development/learning/ Business Partner activities</li></ul>
<ul><li>Master&rsquo;s degree</li></ul>
<ul><li>Analytical and Project Management skills</li></ul>
<ul><li>Microsoft Office</li></ul>
<ul><li>Fluency in Italian and English</li></ul> 


Personal Competencies:
<ul><li>Flexibility, proactivity &amp; change agility</li></ul>
<ul><li>Quality and improvement orientation</li></ul>
<ul><li>Attention to details</li></ul>
<ul><li>Strong Teamwork</li></ul>
</div><div><div><div>JOB NUMBER
</div><div><h3 class="jobSectionHeader">BULG09669
</h3></div><div>COUNTRY / REGION
</div><div><h3 class="jobSectionHeader">Italy
</h3></div><div>CITY
</div><div><h3 class="jobSectionHeader">Valenza (Alessandria)
</h3></div><div>CONTRACT TYPE
</div><div><h3 class="jobSectionHeader">Permanent</h3></div></div></div></div></div><div></div>

HR TALENT&DEVELOPMENT SPECIALIST

CommonSpirit Health

<div>Job Summary and Responsibilities<div> 
Job Summary / Purpose 
The Talent Stewardship Program Manager leads the design, implementation, and continuous improvement of enterprise-wide performance enablement and talent planning strategies and processes. The Program Manager partners closely with HR and senior leaders to identify key roles, assess talent readiness, and implement processes that prepare the organization for future leadership needs. This role ensures alignment of performance practices with organizational goals, continuous development and talent growth strategies that strengthen leadership pipelines and ensure business continuity.</div><div></div><div> 
Essential Key Job Responsibilities 
Program Ownership &amp; Strategy</div><ul><li>
Design, implement, and manage scalable talent review, succession planning and performance enablement frameworks, processes, and tools.</li><li>
Ensure organizational alignment with strategy, compensation, workforce planning and talent development.</li><li>
Capture and maintain talent stewardship data and metrics assessing progress toward multi-year strategic priorities, goals and initiatives.</li><li>
Continuously assess and improve performance enablement and talent systems to ensure effectiveness and relevance.</li><li>
Lead business process design decisions for future HCM technology configuration.</li></ul><div>
Process Delivery</div><ul><li>
Lead performance review cycles, including goal-setting, quarterly check-ins, mid-year and year-end evaluations.</li><li>
Monitor compliance and provide insights on participation and completion rates.</li><li>
Coordinate with TLC Delivery and HR to facilitate talent reviews and maintain succession plans for key positions.</li><li>
Track and monitor talent readiness, gaps, and development actions.</li><li>
Manage communications, training, and resources to support leaders and employees through all talent management processes.</li></ul><div>
Stakeholder Engagement and Collaboration</div><ul><li>
Partner with HR Business Partners and business leaders to ensure performance practices support organizational objectives.</li><li>
Collaborate with Learning &amp; Development to connect performance outcomes with employee growth opportunities and succession planning.</li><li>
Partner with People Insights to develop dashboards and reports that analyze performance enablement data; identify trends, gaps, opportunities, and recommendations for HR and senior leadership.</li><li>
Use insights to enhance organizational effectiveness and decision-making.</li><li>
Drive adoption of talent stewardship practices through communication, training, and leadership engagement.</li><li>
Provide guidance and support to leaders on effective feedback, coaching, and goal alignment.</li><li>
Promote a culture of continuous feedback, accountability, and development.</li></ul> 

Job Requirements<div> 
Minimum Qualifications</div><div>
Required Education and Experience 
Bachelor&rsquo;s degree in Human Resources, Business Administration, Organizational Development or related field. Masters degree preferred. Familiarity with matrixed organizational structures, particularly healthcare, is highly desirable.</div><div></div><div> 
Required Licensure and Certifications 
Preferred certifications: Human Resources, Change Management, Coaching, Talent Development, Performance Improvement</div><div> 
Required Minimum Knowledge, Skills, Abilities and Training</div><ul><li>
8+ years of experience in HR, talent management, program management, organizational development, or related fields. Healthcare experience preferred.</li><li>
Strong knowledge of performance management practices, tools, and enterprise talent processes.</li><li>
Proven ability to consult, facilitate, and influence senior leaders and cross-functional partners.</li><li>
Skilled in data analysis and experienced with HR technology platforms such as Workday and Visier.</li><li>
Analytical and strategic thinker with a track record of using data to drive talent and business decisions.</li><li>
Exceptional communication, stakeholder management, and program management skills.</li><li>
Demonstrated ability to navigate ambiguity, manage multiple priorities, and lead through change effectively.</li></ul>
Where You'll Work<div> 
Inspired by faith. Driven by innovation. Powered by humankindness. CommonSpirit Health is building a healthier future for all through its integrated health services. As one of the nation&rsquo;s largest nonprofit Catholic healthcare organizations, CommonSpirit Health delivers more than 20 million patient encounters annually through more than 2,300 clinics, care sites and 137 hospital-based locations, in addition to its home-based services and virtual care offerings. CommonSpirit has more than 157,000 employees, 45,000 nurses and 25,000 physicians and advanced practice providers across 24 states and contributes more than $4.2 billion annually in charity care, community benefits and unreimbursed government programs. Together with our patients, physicians, partners, and communities, we are creating a more just, equitable, and innovative healthcare delivery system.</div> 
Pay Range 
$43.20 - $64.26 /hour</div>

Talent Learning and Capabilities Talent Stewardship Pgm Mgr

Noah Healthcare

Job Title: HR Manager &ndash; Strategic Human ResourcesLocation: Kolkata (Shakespeare Sarani) Department: Human Resources Reports To: DirectorAbout the Role:We are seeking a Strategic HR Manager to lead and implement human resource strategies that support the company&rsquo;s growth and long-term vision. This role is ideal for someone with experience in organizational design, performance management systems, leadership development, and culture building &mdash; distinct from traditional HR operations.You will act as a key advisor to leadership, ensuring people strategies are deeply aligned with business goals.Key Responsibilities:Organizational Design &amp; Development (OD)<ul><li>Redesign or create org structures, workflows, and reporting hierarchies.</li><li>Analyze skill gaps and recommend OD interventions to strengthen capability.</li><li>Drive change management and cultural transformation initiatives.</li></ul>Performance Management System (PMS)<ul><li>Design and roll out performance frameworks, KPIs, and goal-setting processes.</li><li>Facilitate periodic performance reviews, appraisals, and feedback mechanisms.</li><li>Support performance-linked reward systems and career progression models.</li></ul>People Strategy &amp; Workforce Planning<ul><li>Forecast talent needs and advise leadership on hiring and capability-building.</li><li>Identify and groom future leaders through succession planning frameworks.</li><li>Introduce talent analytics and dashboards for proactive decision-making.</li></ul>Leadership &amp; Talent Development<ul><li>Design leadership development journeys aligned to organizational needs.</li><li>Coordinate competency mapping and career pathing frameworks.</li><li>Support learning interventions aligned to strategic objectives.</li></ul>Culture &amp; Engagement<ul><li>Champion a high-performance, value-driven culture.</li><li>Design and execute employee engagement strategies linked to retention and productivity.</li><li>Lead employee listening programs and derive insights from feedback.</li></ul>Candidate Profile:<ul><li>Postgraduate degree/diploma in HR, Organizational Psychology, or related fields.</li><li>8&ndash;10 years of HR experience, with at least 4 years in Strategic HR role</li><li>Proven track record of aligning HR practices with business strategy.</li><li>Deep understanding of organizational design, change management, and talent development.</li><li>Excellent stakeholder management and communication skills.</li><li>Strategic thinker with execution mindset</li></ul>Job Type: Full-timePay: &#8377;60,000.00 - &#8377;100,000.00 per monthApplication Question(s):<ul><li>Your current location in Kolkata</li><li>Your highest qualification</li><li>Current and expected ctc?</li><li>How many years experience as Strategic HR ?</li></ul>Work Location: In person

HR Manager – Strategic Human Resources

The Citizens Foundation (TCF)

DescriptionThe General Manager &ndash; Talent Development is a senior leadership role responsible for shaping and executing the organization&rsquo;s talent development strategy. This position drives capability building, leadership development, and cultural transformation to enable a high-performance, values-driven organization. Reporting to the Executive Vice President HR, the GM leads a team and serves as a strategic advisor on talent, succession planning, and organizational development.Learning and Development strategies:<ul><li>Design and implement an enterprise-wide learning and talent development strategy aligned with organizational goals.</li><li>Conduct training needs assessments and consolidate training needs for management and staff across all levels.</li><li>Introduce innovative learning methodologies (e-learning, blended learning, mentorship, leadership academies).</li></ul>Leadership and Capability Building <ul><li>Establish competency frameworks and leadership development programs to build a strong talent pipeline.</li><li>Develop and execute management capability-building programs.</li><li>Lead succession planning and HIPO identification for management roles.</li></ul>Performance and Development Integration<ul><li>Integrate learning outcomes with performance management and career progression models.</li><li>Redesign and execute NEO (New Employee Orientation) for management.</li><li>Design and nurture performance management processes and ensure annual execution.</li></ul>Culture and Engagement<ul><li>Own organizational culture initiatives, including Values &amp; Behaviors, engagement surveys, and related activities.</li><li>Promote a learning culture that fosters innovation, collaboration, and continuous improvement.</li><li>Curate engagement programs to strengthen retention and reinforce organizational values</li></ul>Governance, Analytics &amp; Partnerships<ul><li>Define and track learning KPIs, conduct impact analyses, and maintain a robust learning analytics framework.</li><li>Ensure compliance with donor, legal, and ethical standards in all talent development initiatives.</li><li>Manage annual L&amp;D budgets and optimize spend through internal and external partnerships.</li><li>Build strategic partnerships with academic institutions, training vendors, and donor agencies to enhance programs and secure co-funding.</li></ul>Job Type: Full-timeApplication Question(s):<ul><li>What is your current salary?</li></ul><ul><li>What is your expected salary?</li></ul>Work Location: In person

General Manager – Talent Development

Talent XO

Office Location:Haryana, GurugramExperience Required: 5-8 YearsMax Notice Period: 45 DaysOutstation Candidates Not AllowedRole &amp; ResponsibilitiesThis is a role responsible for driving the development, implementation, and optimization of programs and processes within the human resources domain. This role serves as a subject matter expert, providing strategic guidance, best practice recommendations, and operational support to HRBPs and the broader organization. This role will play a key role in ensuring HR programs align with business objectives, drive efficiency, and enhance the employee experience.Key Responsibilities:1. Talent Management-<ul><li>Design and develop a comprehensive talent management and organisation development philosophies aligned with organizational values and goals</li><li>Succession Planning, Competency Mapping, R&amp;R Framework</li><li>Design, develop, and implement end-to-end learning and development programs to enhance employee skills and capabilities</li><li>Should have good experience in creating learning modules and instructional design</li><li>Should have experience in administering and facilitating product trainings</li><li>Create process to identify training needs, curate L&amp;D frameworks &amp; develop and manage training materials and resources</li><li>Evaluate the effectiveness of L&amp;D programs and make recommendations for improvement</li><li>Manage and upkeep of LMS, collaborate with different functions like Product, Growth &amp; AI teams to update training material Organise, coordinate training programs</li><li>Facilitate training sessions e.g. behavioural training, compliance training etc.</li></ul>2. Organizational Development &amp; Design-<ul><li>Designing and administering employee engagement surveys to gather feedback</li><li>Analyzing survey data to identify trends, areas for improvement, prepare &amp; deliver presentations to relevant stakeholders</li><li>Preparing monthly/quarterly HR Review Deck</li><li>Tracking key engagement metrics, such as employee satisfaction, retention rates, and productivity in alignment with HRBPs and HR Operations teams</li><li>Providing regular reports and insights to management in alignment with HR Operations</li><li>Updating Organization structure in alignment with HR Operations &amp; TA team</li><li>Drafting, designing and publishing internal communications</li></ul>3. Product Training-<ul><li>Administering and facilitating product training to employees</li><li>Coordinate with Product &amp; Tech teams to ensure the content/material/videos/module are updated (LMS)</li><li>Should have good experience in creating learning modules and instructional design</li></ul>Ideal Candidate<ul><li>Master's degree in Human Resources Management, Business Administration, or a related field</li><li>5-8 years of progressive experience in L&amp;D, Talent Management, with a focus on L&amp;D having experience in running LMS &amp; reporting</li><li>Deep understanding of Talent Development &amp; Human Psychology</li><li>Ability to work deeply &amp; effectively in a fast-paced environment</li><li>Should have ability and AI skill to do research</li></ul>Job Type: Full-timePay: &#8377;1,100,000.00 - &#8377;1,400,000.00 per yearApplication Question(s):<ul><li>Strong HR Manager / HRBP Profile with Startup / Small Company experience</li><li>Mandatory (Experience 1): Must have 4+ YOE in Employee/talent management roles and Learning &amp; developement</li><li>Mandatory (Experience 2): Must have very strong hands-on experience in organising product training for internal teams</li><li>Mandatory (Experience 3): Must have managed HR in a Company with 20+ employees, created frameworks, strategies for talent management</li><li>Mandatory (Company): Product company B2B SaaS, ERP</li><li>Preferred (Experience 1): Exposure to scaling HR functions and taking over existing HR processes</li><li>Preferred (Core Skills 2): Experience with setting up LMS systems</li><li>Do you have experience of handling product training of internal team?</li><li>Do you have experience of setting up LMS, if yes, which tool?</li></ul>Experience:<ul><li>Employee/talent management roles and Learning &amp; developement: 5 years (Required)</li></ul>Location:<ul><li>Gurugram, Haryana (Required)</li></ul>Work Location: In person

Deputy Manager/ Manager (L&D, Talent management)

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