Job Summary:
The General Manager, Leadership and Capability Development is responsible for designing, implementing, and managing comprehensive learning and development strategies while ensuring the organization's workforce aligns with MMHE's business objectives and long-term goals.
This role emphasizes equipping employees with the necessary skills, knowledge, and competencies, fostering a culture of continuous improvement, and supporting long-term talent development, succession planning, and capability assessment initiatives.
Key Responsibilities:
Learning and Development Strategy:Develop and execute a comprehensive learning and development strategy aligned with MMHE's organizational goals.
Oversee the creation and delivery of leadership development programs tailored to cultivate leaders at all levels, from leading self to leading the business, in alignment with MMHE's leadership framework.
Identify and address functional competency gaps through targeted training programs, ensuring the workforce is equipped to meet evolving business needs.
Succession Planning and Talent Development:Collaborate with leadership teams to establish a structured succession planning process to identify and develop key talent.
Ensure a sustainable pipeline of successors for critical roles to secure long-term business continuity.
Lead initiatives for high-potential (HiPo) employee development, creating tailored growth plans for future leaders.
Talent Management Programs:High-Potential (HiPo) Program: Design and implement initiatives to nurture and prepare high potential employees for future leadership roles.
Internship Management: Oversee internship programs aligned with government aspirations to foster young talent development and serve as a key recruitment pipeline.
Graduate Management Program (GMP): Direct the Graduate Management Program to accelerate new graduates' readiness for key organizational roles.
Capability Assessment and Development:Design and manage tools for assessing employee capabilities, ensuring alignment with job specifications, leadership competencies, and organizational needs.
Utilize assessment insights to support workforce planning, talent optimization, and development initiatives.
Collaborate with business units to map talent effectively and align workforce capabilities with strategic objectives.
Framework and Process Design:Develop and implement capability frameworks tailored to various job levels and functions, ensuring alignment with MMHE's business priorities.
Regularly review and update frameworks to reflect emerging business trends and industry standards.
Provide structured guidance for placing employees in roles that align with their skills and the organization's needs.
Operational Excellence in Learning Facilities:Optimize the utilization of the in-house training center by facilitating high-quality, impact learning programs.
Ensure seamless execution of planned development initiatives to maximize employee engagement and skills enhancement.
Continuous Improvement and Stakeholder Engagement:Monitor the effectiveness of learning and capability development programs, using data-driven approaches to refine and enhance outcomes.
Collaborate with stakeholders, including department heads and HR business partners, to align learning initiatives with business priorities.
Engage with external benchmarking studies to ensure MMHE's strategies remain competitive and innovative.
Key Requirements:
Bachelor's degree in human resources, Organizational Development, Business, or a related field.
A minimum of 20 years of experience in learning and development, talent management, or capability assessment, with at least 8 years in a leadership role.
Expertise in modern learning technologies and platforms.
Excellent stakeholder management skills, with the ability to influence and collaborate across functions.
Proficiency in HR systems, tools, and technologies related to learning and capability management.
Being a Certified Trainer by HRD Corp would be an added advantage.#J-18808-Ljbffr