Senior Manager - People Manager Academy - ECommerce

Job Summary:

• We are a leading e-commerce organization in India, committed to fostering a culture of continuous learning and growth. Our People Manager Skill Building Academy is designed to equip our managers with the skills necessary to lead high-performing teams and drive business success.
• People Managers play a pivotal role in driving organization success through employee engagement, boosting productivity, improving retention, and fostering a positive and effective workplace culture. People managers are responsible to understand the overall organizational short term and long goals, inspire and align the teams and create an environment that encourages teams to deliver business goals effectively.
• An agile, inspiring leader who exhibits adaptive leadership styles, people manager doubles up as a coach - invested in every employee, understanding and recognizing his/her strengths, invested in guiding them through their personal and professional development. As a mentor, People Manager shares knowledge, wisdom, and experiences that encourage employees to embody the organization's culture and collaborate towards achieving the companys purpose.
• Through regular coaching and mentorship, the manager instills a growth mindset, encouraging continuous learning and adaptability, which are vital for fostering a positive and resilient organizational culture.
• We are seeking an experienced Senior Manager as a key contributing team member for our People Manager Academy. The successful candidate will create the future people managers and leaders of the company who will role model as leaders who inspire, stay invested in the careers of every employee while delivering impeccable business results for the organization.
• The People Manager Academy lead will be responsible for designing, delivering, and evaluating comprehensive learning programs that enhance the managerial and leadership capabilities of our people managers.

- This role requires a strategic thinker with a passion for adult learning, managerial development, leadership development, and organizational growth as an organization thrives on the culture of innovation, experimentation through problem solving for scale and collaboration across individuals and teams.

• As the leader for Behavioral skill development, you need to identify and equip Flipsters with the right mindset and skillsets vital for navigating a dynamic and complex business environment across skills like emotional intelligence, adaptability, agility, critical thinking, collaboration, communication, and leadership.

Key Responsibilities:

1. Program Design and Development:

• Implement a strategic roadmap for the People Manager Academy, aligning with organizational goals and objectives.
• Identify key themes to be addressed for People Managers through empathy interviews, surveys, IDP analysis and leadership conversations.
• Design engaging, interactive, and impactful learning programs that address the skill gaps of people managers across various levels.

2. Program Delivery and Facilitation:

• Facilitate workshops, training sessions, and coaching programs for people managers, ensuring high-quality delivery and participant engagement.
• Collaborate with internal subject matter experts to ensure content relevance and excellence.
• Provide coaching and mentoring support to people managers to help them apply learned skills in their roles.

3. Evaluation and Impact Assessment:

• Develop metrics and tools to measure the effectiveness of learning programs, including participant feedback, skill application, and business impact (Manager effectiveness Index)
• Conduct regular assessments/drive empathy conversations to identify areas for improvement and implement changes to enhance program outcomes.

4. Stakeholder Engagement:

• Build strong relationships with key stakeholders, HR partners, and business unit leaders to ensure alignment and support for the academys initiatives.
• Communicate program outcomes and recommendations to stakeholders, influencing organizational decisions related to talent development.

5. Diversity & Inclusion (D&I):

• Lead the development and execution of learning initiatives to promote a culture of inclusivity, belonging, and equal opportunity within the organization.
• Design and implement training and workshops to raise awareness and foster positive behavioral changes around diversity, equity, and inclusion across all levels of the organization.
• Measure the impact of D&I initiatives on employee engagement, retention, and organizational performance.
• Stay current with global and local trends in diversity, inclusion, and belonging to inform strategy and best practices.