Description
The General Manager – Talent Development is a senior leadership role responsible for shaping and executing the organization’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:
- Design and implement an enterprise-wide learning and talent development strategy aligned with organizational goals.
- Conduct training needs assessments and consolidate training needs for management and staff across all levels.
- Introduce innovative learning methodologies (e-learning, blended learning, mentorship, leadership academies).
Leadership and Capability Building
- Establish competency frameworks and leadership development programs to build a strong talent pipeline.
- Develop and execute management capability-building programs.
- Lead succession planning and HIPO identification for management roles.
Performance and Development Integration
- Integrate learning outcomes with performance management and career progression models.
- Redesign and execute NEO (New Employee Orientation) for management.
- Design and nurture performance management processes and ensure annual execution.
Culture and Engagement
- Own organizational culture initiatives, including Values & Behaviors, engagement surveys, and related activities.
- Promote a learning culture that fosters innovation, collaboration, and continuous improvement.
- Curate engagement programs to strengthen retention and reinforce organizational values
Governance, Analytics & Partnerships
• Define and track learning KPIs, conduct impact analyses, and maintain a robust learning analytics framework.
• Ensure compliance with donor, legal, and ethical standards in all talent development initiatives.
• Manage annual L&D budgets and optimize spend through internal and external partnerships.
• Build strategic partnerships with academic institutions, training vendors, and donor agencies to enhance programs and secure co-funding.
Required Skills
- Strategic thinking and systems perspective
- Leadership and team development
- Organizational agility and change leadership
- Learning design and evaluation
- Stakeholder collaboration and influencing
- Data fluency and impact measurement
- Digital learning transformation
- Equity and inclusive leadership
Education
Master’s degree in Human Resources, Education, Organizational Development, or related field.
Experience
- 10–12 years of progressive experience in L&D, OD, or talent management,
- Proven expertise in leadership development, competency-based training design, and organizational culture initiatives.
- Strong analytical, facilitation, stakeholder management, and communication skills.
- Experience in managing multi-location programs and digital learning transformation.
