Senior Manager - Talent Development
Bangalore, KA, IN
Senior Manager - Talent Development
About Firstsource
Firstsource Solutions Limited, an RP-Sanjiv Goenka Group company (NSE: FSL, BSE: 532809, Reuters: FISO.BO, Bloomberg: FSOL:IN), is a specialized global business process services partner, providing transformational solutions and services spanning the customer lifecycle across Healthcare, Banking and Financial Services, Communications, Media and Technology, Retail, and other diverse industries. With an established presence in the US, the UK, India, Mexico, Australia, South Africa, and the Philippines, we make it happen for our clients, solving their biggest challenges with hyper-focused, domain-centered teams and cutting-edge tech, data, and analytics. Our real-world practitioners work collaboratively to deliver future-focused outcomes.
Purpose of the role:
This is a Senior Manager role in the Talent Development Centre of Expertise (CoE) is a global role that is responsible for driving successful implementation of Talent Development(TD) initiatives across the organization in collaboration with HR Business Partners and other key stakeholders (Talent Management, Leadership, Corp Comm etc).
The TD process helps the organization in building current and future capabilities across People Managers and above in the organization. It also includes supporting be future-ready by building leadership pipeline with direction from the Talent Management Team (TM). A robust Performance management and TNI process enables identification of critical business and individual capabilities
This role will also be involved in leading organization behaviours and organization development projects.
Roles & Responsibilities:
Deliver leadership and behavioural training to junior and mid management supervisors
Devise programs to develop executive potential among employees in identified spans.
Attend meetings or seminars to obtain information for use in training programs or to inform management of training program status.
Keep up with developments in area of expertise by reading current journals, books, or magazine articles.
Evaluate modes of training delivery, such as in-person or virtual to optimize training effectiveness, training costs, or environmental impacts.
Evaluate training materials prepared by instructors, such as outlines, text, or handouts.
Evaluate training impact based on Kirk Patrick – 5 levels
Develop alternative training methods if expected improvements are not seen
Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials
Offer specific training programs to help employees maintain or improve job skills.
Present information using a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.
Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives.
Analyze training needs to develop new training programs or modify and improve existing programs.
Select and assign instructors to conduct training
Deliver on organization projects as identified by leadership
Design and report out to management and key stakeholder’s status of projects, interventions etc.
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