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