Head of Talent Management & Development

1. Enterprise Talent & Capability Strategy

• Define and drive enterprise-wide Talent Management & Development strategy aligned with business goals
• Lead employee segmentation and EVP strategy, including governance and roadmap execution 
• Establish capability frameworks to support future workforce needs

2. Talent Segmentation & Development

• Define and implement employee segmentation frameworks and personas 
• Identify capability gaps and design targeted learning pathways
• Build structured development journeys linked to career paths and bank priorities

3. Learning & Development Transformation

• Design and implement enterprise-wide learning strategies and interventions 
• Move from training delivery to capability building, skill-based development, and learning ecosystems
• Leverage digital, AI, and data-driven approaches to scale learning impact

4. Talent Pipeline & Succession

• Lead succession planning and talent review processes 
• Build internal mobility and talent pipeline programs
• Ensure readiness of critical roles through structured development planning

5. Capability Measurement & Impact

• Establish mechanisms to measure learning effectiveness and ROI
• Translate capability development into measurable business outcomes
• Use analytics to inform workforce and capability strategies

6. People Leadership

• Lead and develop the Talent Management & Development function 
• Build high-performing teams with strong capability in L&D, OD, and talent strategy
• Drive a culture of accountability, innovation, and continuous learning

Specifically, this person should be able to:

• Develop a clear vision for L&D / Talent Management & Development in an AI-first bank
• Partner with business leaders to understand how roles, skills, and job families will be redefined
• Design structured reskilling and upskilling pathways to support large-scale workforce transition
• Build assessment, learning, and development mechanisms that are practical, business-linked, and scalable
• Move L&D beyond training delivery into strategic capability building and workforce transformation
• Demonstrate strong conceptual thinking, stakeholder influence, and disciplined execution

Key Requirements

• Bachelor’s degree or higher in HR, L&D or related fields
• 15+ years of experience in Talent Management, L&D, or Performance Management
• 10+ years in leadership roles
• Strong experience in enterprise L&D strategy, talent development, and workforce transformation
• Preferred background in banking, financial services, technology, or fintech
• Deep expertise in instructional design, capability frameworks, and talent strategy
• Strong stakeholder management and business partnering capability