General Manager HR

Our client is a large MNC based Mumbai (Worli) - Presence at PAN India.

Candidates from tier 1 MBA B Schools with 6 Yrs of minimum exp in HR function with over 2 Years as SME (Learning & Development - Leadership development).

Position Title: GM Learning & Development

Location: Worli, Mumbai

Departments Covered: Manufacturing, Sales, R&D, Corporate Functions

This is a Team Handling role.

Role Objective:

Responsible for designing, implementing, and overseeing the learning strategy that aligns with the organization's growth objectives. This role requires a strategic leader who can drive leadership development, foster a continuous learning culture, and measure the impact of L&D initiatives on employee performance and business outcomes. The ideal candidate will have extensive experience in multicultural environments and a proven track record in managing large-scale L&D programs.

Creating a future-ready, high-performing workforce. This role will drive enterprise-wide capability building, leadership development, digital learning transformation, and alignment of talent development initiatives with business strategies across all functions.

Key Responsibilities:

To drive a future-focused L&D agenda that enables leadership readiness, strengthens succession pipelines, and accelerates career paths for critical roles across the organization.

Core Learning & Development Strategy:

• Lead the design and implementation of an integrated L&D framework aligned with organizational goals.
• Focus on building a future-ready workforce, with special emphasis on leadership and behavioral capabilities.
• Define and drive a unified L&D vision that supports business growth and transformation.
• Collaborate with CXOs, Business Heads, and HR Partners to identify current and future capability needs across Manufacturing, Sales, R&D, and corporate teams.
• Build a culture of continuous learning and curiosity across levels.

Leadership & Managerial Development:

• Design and deploy leadership development programs for mid-level and senior leaders.
• Partner with external institutions and faculty for curated leadership journeys.
• Build internal academies or centers of excellence for key talent segments.
• Curate high-impact learning journeys for senior and mid-level leaders.
• Design interventions that build agility, strategic thinking, and people leadership.

Learning Governance & Infrastructure:

• Lead the implementation and continuous evolution of the Learning Management System (LMS).
• Develop metrics and dashboards to measure learning effectiveness, impact on performance, and ROI.
• Set up structured learning paths, mandatory programs, and compliance training frameworks.
• Digital Learning Transformation
• Champion digital learning platforms (microlearning, mobile learning, AI-enabled content delivery).
• Use data analytics to personalize learning experiences.
• Encourage self-paced, blended, and collaborative learning ecosystems.

Succession Planning & High-Potential Development:

• Partner with Talent Management teams to design career acceleration programs for high-potential employees.
• Drive readiness for key roles through structured interventions, stretch assignments, and coaching.
• Support succession planning through development diagnostics and targeted programs.
• Curate high-impact learning journeys for senior and mid-level leaders.
• Design interventions that build agility, strategic thinking, and people leadership.
• Ensuring succession plans are alive and actionable by investing in development paths for identified successors.
• Drive capability-building initiatives that prepare internal talent for the next big piece of the business.

Career Acceleration for Key Positions:

• Architect career acceleration programs tailored to critical roles across business units.
• Use diagnostics and development centres to identify and fast-track high-potential talent.
• Design custom onboarding and capability-building tracks for newly hired senior leaders (e.g., Unit Heads).
• Blend business immersion, mentorship, and capability sprints for rapid integration and long-term retention.

Desired Candidate Profile:

• Education: Full-time MBA / PGDM in HR or Organizational Development from a reputed institute.

• Experience: 6 TO 9 years+ of progressive experience in Learning & Development, with exposure to Manufacturing, Sales & Corporate environments.

• Proven experience in handling scale multiple business units, distributed geographies, and diverse employee populations.

• Strong thought leadership in L&D, OD, digital learning, and strategic capability building.

• Excellent stakeholder management, business partnering, and facilitation skills.

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