Leadership Development Manager

**Role** Leadership Development Manager **Location** Oragadam, Plant Location **Academic Qualifications** Post\-graduate qualification in Human Resources, Organization Development, Psychology Coaching, OD, or leadership development certifications are strongly preferred. **Experience** Min 10 Years to 15 Years **Desired Candidate Profile** * Progressive experience in Leadership Development, Executive Coaching, Talent Development, or Organization Development, with direct exposure to senior leadership Teams. * Proven experience designing and anchoring enterprise\-level leadership transformation initiatives (not just delivering programs), including executive coaching, senior leadership journeys, and leadership pipeline development across multiple levels * Exposure to large, complex, matrixed organizations, preferably in manufacturing, automotive, engineering, technology, or global environments. * Solid grounding in leadership frameworks, Coaching , adult learning principles, behavior change, and systems thinking. * 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. * The role will shape leadership mindsets and behaviors aligned to Daimler’s Great Leadership Behaviors, build a robust and future\-ready leadership pipeline through targeted, data\-led development interventions, and embed a strong culture of coaching. A key mandate is to enable people managers to act as everyday developers of talent and carriers of culture, thereby directly supporting business transformation, cultural evolution, and succession readiness. **Job Role \& Responsibilities** **Reshape \& Develop Top Management Team** * Design and deliver executive coaching interventions for the Top Management Team, aligned to business priorities, leadership credo, and desired culture. * Architect and anchor the Senior Leadership Transformation Program (L3\) with a focus on:Enterprise and systems thinking, Accountability and ownership, “One Daimler” mindset , Leading through ambiguity, complexity, and change * Partner closely with functional and business leaders to ensure leadership interventions are tightly aligned with strategic and transformation priorities. **Build Leadership Pipeline** * Design and implement Emerging Leadership Development Programs to build enterprise leadership capabilities among next\-in\-line talent. * Strengthen the leadership pipeline by integrating leadership programs with succession planning, talent reviews, and broader talent management processes. * Drive end\-to\-end delivery of leadership programs, ensuring consistency, quality, and measurable 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. **Shape a Culture of Coaching** * Establish and sustain an internal pool of certified coaches. * Build and govern Coaching Communities of Practice to ensure coaching quality, supervision, and continuous learning. * Integrate coaching into leadership development journeys, role transitions, and critical talent moments. * Track and evaluate coaching impact on behavior change, leadership effectiveness, and business outcomes. **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