Artificial Intelligence and Data Science - Practice Head

Roles & responsibilities :

The incumbent will serve as the strategic leadership partner to the Head of Artificial Intelligence & Data Science (AID), supporting the growth, maturity, and long-term success of the function. The role is responsible for strengthening organizational effectiveness, developing leadership capability, driving transformational initiatives, and creating an environment where individuals and teams consistently perform at their highest potential.Working closely with the Head of AID, the incumbent will translate strategic priorities into sustainable outcomes, build future leadership capacity, enhance workforce engagement, and ensure the function remains agile, resilient, and prepared to address evolving business needs. The role serves as a key enabler of organizational growth, talent advancement, and cross-functional collaboration.Key ResponsibilitiesStrategic Partnership & Functional Leadership

• Partner with the Head of AID in defining and executing the long-term vision and priorities of the function.
• Align departmental initiatives with organizational objectives and business expectations.
• Support strategic planning and decision-making activities that contribute to sustainable growth.
• Act as a trusted advisor on matters relating to organizational effectiveness and workforce capability.
• Provide leadership continuity and representation when required.

Organizational Development

• Design and implement initiatives that enhance functional maturity and workforce readiness.
• Drive improvements in organizational structure, role clarity, and governance practices.
• Strengthen succession pipelines to support long-term leadership continuity.
• Anticipate future capability requirements and formulate plans to address them proactively.
• Promote practices that improve adaptability and resilience across the function.

Leadership Development

• Identify high-potential talent and prepare them for expanded responsibilities.
• Develop leadership capability through structured development programs and targeted interventions.
• Support managers in strengthening team effectiveness and leadership impact.
• Facilitate the growth of future leaders through developmental opportunities and exposure.
• Encourage professional excellence through continuous capability enhancement.

Coaching & Mentorship

• Provide guidance and support to leaders and employees at different stages of their careers.
• Enable individuals to navigate challenges, maximize strengths, and achieve professional goals.
• Foster a culture where feedback, learning, and personal development are valued.
• Support career progression through meaningful developmental conversations.
• Encourage self-awareness, accountability, and growth-oriented behaviors.

Culture & Employee Engagement

• Build an inclusive and collaborative work environment that promotes trust and mutual respect.
• Strengthen employee engagement through meaningful participation and recognition.
• Encourage behaviours that reinforce integrity, ownership, and teamwork.
• Promote open communication and constructive dialogue across all levels.
• Enhance workplace practices that contribute to employee satisfaction and retention.

Performance Excellence

• Create conditions that enable teams to deliver consistent and sustainable results.
• Remove organizational barriers that impact productivity and effectiveness.
• Promote outcome-driven execution and accountability for commitments.
• Encourage continuous improvement across people, processes, and ways of working.
• Drive initiatives that strengthen overall organizational performance.

Stakeholder Collaboration

• Establish strong relationships with business leaders and cross-functional partners.
• Facilitate alignment between stakeholder expectations and functional priorities.
• Promote effective collaboration to maximize organizational impact.
• Influence outcomes through credibility, partnership, and strategic insight.
• Represent the function in leadership discussions and enterprise initiatives.

Preferred candidate profile :

• 15+ years of overall professional experience, with significant exposure to leadership roles within technology, digital, analytics, consulting, or transformation-focused organizations.
• Minimum 8+ years of people leadership experience managing managers, team leaders, and multidisciplinary teams.
• Proven experience in driving organizational growth, leadership development, and workforce transformation initiatives.
• Demonstrated success in building high-performing teams and developing future leaders.
• Strong experience in succession planning, capability development, and organizational effectiveness.
• Experience working closely with senior executives and influencing strategic business decisions.
• Proven ability to lead through change and deliver sustainable organizational outcomes.
• Exposure to global, matrixed, or multicultural work environments will be an advantage.

Core Competencies

• Strategic Leadership
• Organizational Development
• Leadership Capability Building
• Coaching & Mentorship
• Talent Management
• Succession Planning
• Stakeholder Management
• Change Leadership
• Employee Engagement
• Culture Building
• Workforce Planning
• Relationship Management
• Collaboration & Influence
• Decision Making
• Problem Solving