Chief Manager - Learning and Development

About the Company

Air India Limited is an Indian aviation holding company headquartered in Gurugram. It includes Air India and Air India Express and is part of a major airline group serving the aviation sector in India.

Job Purpose

This position is responsible for defining and driving Air India’s leadership and professional development agenda. The role ensures that leaders across levels are prepared to support a high-performance, people-focused culture. It also focuses on strengthening employees’ professional capabilities so they can work more effectively and deliver stronger results in their roles.

The position requires identifying learning needs, creating meaningful capability-building initiatives, and delivering them in a way that supports both immediate business needs and long-term organisational growth. It also involves close coordination with internal teams and external partners to build capability at scale.

Key Accountabilities

• Shape and execute the organisation’s leadership development strategy and related programs in line with business priorities, using suitable learning methods for leaders and people managers at different levels.
• Build and run capability development initiatives for special talent groups such as high-potential employees, critical role successors, and women leaders.
• Create professional skills programs based on Air India’s competency framework, or other relevant models, to help employees become more effective in their current roles and prepare for future responsibilities.
• Use development formats such as learning journeys, immersion experiences, coaching and mentoring, projects, and feedback-based interventions to create lasting capability.
• Contribute to building a strong learning culture across the organisation.
• Plan budgets carefully and ensure resources are used efficiently.
• Schedule interventions in advance and communicate them clearly to stakeholders.
• Set, monitor, and evaluate success measures and impact metrics for learning interventions.
• Work with senior business leaders and HR leaders to identify capability gaps and design practical learning solutions.
• Partner with HR business partner colleagues throughout the lifecycle of learning initiatives, with strong cross-functional collaboration.
• Develop a reliable ecosystem of learning partners and work with them to strengthen organisational capability.
• Use digital learning tools and modern approaches such as blended learning, simulations, and social learning to improve leadership and professional development outcomes.
• Evaluate, design, and implement leadership development processes, tools, resources, solutions, and organisation development initiatives that support broader organisational goals.
• Guide the team, prioritise tasks according to functional and organisational needs, and ensure effective execution.
• Coach, support, and develop team members across all relevant skill areas.

Additional Information

No stipend or salary details were specified. No openings, application deadline, start date, or duration were mentioned in the source.