Learning And Development Specialist

Role : Learning And Development Specialist

Department : Learning & Development

Designation : Senior Manager or Associate Divisional Manager

Experience : Min 7 to 12 years

Reports to : Head - Learning & Development

Working Location : Oragadam(Plant Location)

Working Hours : 7.45 AM to 4.45 PM ( Flexi Hours : 8.15 AM to 4.15 PM)

Working Mode : All 5 Days from office

(Flexi 3 days in a month Hybrid & Employee Policies available)

CTC : As per Industry Standards

Job Profile :

Desired Candidate Profile

• 7 to 12 years of progressive experience in Business partnering , Learning & Development, Talent Management, or Organization Development
• Demonstrated experience partnering with business leaders and driving capability agendas.
• Exposure to large, complex, matrixed organizations, preferably in manufacturing, automotive, engineering, technology, or global environments.
• Proven ability to diagnose needs and translate them into scalable solutions.
• Progressive experience in Leadership Development, Executive Coaching, Talent Development, or Organization Development, with direct exposure to senior leadership Teams.
• Experience managing external partners, coaches, and institutions, ensuring quality, alignment, and ROI.

Role Purpose

• The role is responsible for architecting and driving Daimler India’s leadership capability agenda across the Top Management Team, senior leaders, people managers, and emerging leaders aligned to future culture aspirations and strategic priorities
• The role is responsible for partnering with business leaders to identify current and future capability requirements and translating them into high-impact learning strategies and solutions. The role ensures that capability building is tightly aligned to business priorities, accelerates talent readiness, and strengthens organizational performance.

Job Role & Responsibilities

Strategic Business Partnership & Capability Diagnosis

• Partner with business leaders to identify strategic capability priorities, workforce shifts, and future skill requirements.
• Diagnose organizational capability needs using talent, performance, succession, and business data.
• Translate business priorities into integrated capability-building roadmaps that accelerate performance and future readiness.
• Advise leaders on learning, leadership, and culture interventions that enable business transformation

Leadership Development for Executive & Mid-Level Leaders

• Design and lead leadership development interventions aligned to business strategy, leadership expectations, and culture aspirations.
• Architect and anchor the Senior Leadership Transformation Program (L3), strengthening Customer Centricity, Execution Excellence, One DICV, Performance Orientation, and Psychological Safety.
• Partner with leaders to accelerate leadership effectiveness and sustain high-performance behaviors.

Leadership Pipeline Development

• Strengthen the leadership pipeline by integrating development initiatives with succession planning and talent reviews.
• Drive end-to-end execution of leadership programs, ensuring quality, scalability, and measurable business impact.

Develop People Managers Capability

• Build people manager capability through targeted, role-relevant development interventions.
• Embed core managerial routines such as goal setting, feedback, coaching, and performance conversations.
• Enable people managers to act as capability multipliers and culture carriers across the organization.

Culture Transformation to Drive High Performance

• Lead the culture transformation agenda by mobilizing a Change Implementation Team (CIT) and culture champion network to drive adoption and sustain change.
• Cascade and embed organizational behaviors, leadership norms, and management practices across leadership, managers, and employees.
• Integrate culture expectations into business routines, talent processes, organizational practices, and leadership forums.
• Design and drive culture communication, engagement, and change activation strategies to reinforce desired behaviors.
• Establish culture governance, scorecards, metrics, and review mechanisms to measure progress and drive accountability.

Thought Leadership, Innovation & External Partnerships

• Maintain a strong internal and external orientation, including horizon scanning, networking, and benchmarking, to identify innovative and effective leadership development practices.
• Ensure the organization remains a sector leader in leadership development by continuously evolving approaches and interventions.
• Manage third-party relationships and contract negotiations with external partners and service providers to ensure optimal value and effective resource utilization.
• Leverage emerging technologies, digital platforms, and tools to enhance the effectiveness, scalability, and efficiency of leadership development intervention