336 Management Development jobs in India

• Serve as a primary point of contact for assigned business units, understanding their strategic goals and HR needs.
• Collaborate with leadership to develop and implement talent management strategies, including workforce planning, succession planning, and talent acquisition.
• Drive employee engagement initiatives, conducting needs assessments, and recommending targeted programs to enhance morale and retention.
• Provide guidance and support to managers and employees on HR policies, procedures, and best practices.
• Facilitate employee relations discussions, conflict resolution, and investigations.
• Support organizational design and change management initiatives.
• Administer and interpret HR policies and programs, ensuring fair and consistent application.
• Partner with the Learning & Development team to identify training needs and support the implementation of development programs.
• Analyze HR metrics and data to identify trends, measure the effectiveness of HR programs, and provide actionable insights to leadership.
• Contribute to the development and refinement of HR processes and systems.
• Ensure compliance with all labor laws and regulations.
• Champion diversity, equity, and inclusion initiatives within the organization.
• Assist in performance management processes, coaching managers on performance feedback and development planning.
• Participate in compensation and benefits reviews and ensure competitive positioning.

• Master's degree in Human Resources, Business Administration, Psychology, or a related field.
• Minimum of 6 years of progressive HR experience, with at least 3 years as an HR Business Partner or similar role.
• Proven experience in talent management, employee relations, and organizational development.
• Strong knowledge of HR best practices, employment law, and HRIS systems.
• Excellent interpersonal, communication, and influencing skills.
• Demonstrated ability to build relationships and credibility with stakeholders at all levels.
• Strategic thinking and problem-solving capabilities.
• Ability to manage multiple priorities and work effectively in a fast-paced environment.
• Experience in a technology or service-oriented industry is a plus.
• Proficiency in HR analytics and reporting.

• Serve as a strategic HR partner to assigned business units, providing expert guidance on all talent management and development aspects.
• Lead the design and implementation of robust performance management systems, including goal setting, continuous feedback, and performance reviews.
• Develop and execute comprehensive succession planning strategies to identify and cultivate future leaders.
• Design and deliver employee development programs, including training, coaching, and career pathing initiatives.
• Drive employee engagement strategies, conducting surveys, analyzing feedback, and recommending actions to improve the employee experience.
• Partner with recruitment teams to ensure effective talent attraction and onboarding processes that align with talent strategy.
• Advise managers on employee relations, disciplinary actions, and conflict resolution.
• Analyze HR data and metrics to identify trends, measure the effectiveness of HR programs, and provide data-driven insights to leadership.
• Ensure compliance with all relevant labor laws and HR regulations.
• Facilitate change management initiatives and support organizational development efforts.
• Champion diversity and inclusion initiatives within the business units.
• Stay current with HR best practices, emerging trends, and talent management strategies.
• Collaborate with the broader HR team to ensure consistent application of HR policies and procedures.

• Master's degree in Human Resources, Business Administration, or a related field.
• 7+ years of progressive experience in Human Resources, with a strong focus on Talent Management, Employee Development, and HR Business Partnering.
• Proven experience in designing and implementing performance management, succession planning, and L&D programs.
• Strong understanding of HR best practices, employment law, and compensation and benefits principles.
• Excellent consulting, coaching, and influencing skills.
• Exceptional communication, presentation, and interpersonal skills.
• Strong analytical and problem-solving abilities.
• Ability to build strong relationships and influence stakeholders at all levels of the organization.
• Experience working with HRIS and other HR technology platforms.
• CIPD or SHRM certification is a plus.

Organisational Design & Effectiveness:

• Conduct needs assessments and diagnostic analyses to identify areas for organisational improvement.

• Design and implement organisational structures, roles, and responsibilities that align with business strategy and optimise efficiency.

• Develop and facilitate interventions to improve cross-functional collaboration, communication, and decision-making processes.

• Support change management initiatives, helping employees and leaders adapt to new structures, processes, and technologies.

Culture & Engagement:

• Contribute to the development and implementation of strategies to strengthen organisational culture, values, and desired behaviours.

• Design and execute employee engagement surveys, analyse results, and recommend action plans.

• Facilitate workshops and initiatives to foster a positive, inclusive, and high-performing work environment.

• Promote diversity, equity, and inclusion (DEI) initiatives within the organisation.

Talent Management & Development:

• Collaborate with HR and business leaders to identify talent development needs and design relevant programs.

• Support the implementation of performance management systems, including goal setting, feedback mechanisms, and performance reviews.

• Contribute to the development of leadership development programs and succession planning initiatives.

• Facilitate team building activities and interventions to enhance team effectiveness.

Change Management:

• Develop and implement comprehensive change management plans for key organisational initiatives.

• Identify potential resistance to change and develop strategies to mitigate it.

• Communicate change effectively to all stakeholders, ensuring understanding and buy-in.

• Provide coaching and support to leaders and employees navigating organisational change.

Project Management & Data Analysis:

• Manage OD projects from conception to completion, ensuring timely and effective delivery.

• Collect, analyse, and interpret data to measure the effectiveness of OD interventions and report on key metrics.

• Utilise data-driven insights to inform future OD strategies and recommendations.

Consultation & Collaboration:

• Act as an internal consultant to business leaders and managers on OD-related issues.

• Build strong relationships with stakeholders across the organisation to foster collaboration and gain buy-in for OD initiatives.

• Partner with HR Business Partners to integrate OD strategies into overall HR frameworks.

Continuous Improvement:

• Stay abreast of current OD trends, best practices, and research.

• Continuously evaluate and refine OD programs and initiatives based on feedback and results.

Skills & Competencies :-

• Strong understanding of OD theories, models, and methodologies.

• Excellent analytical and problem-solving skills with the ability to diagnose complex organisational issues.

• Exceptional communication (written and verbal), presentation, and facilitation skills.

• Strong interpersonal skills with the ability to build rapport and influence stakeholders at all levels.

• Proven ability to manage multiple projects simultaneously and meet deadlines.

• Proficiency in data analysis and reporting tools.

• Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint).

Behavioral:

• Exceptional leadership, communication, and interpersonal skills with the ability to inspire and motivate teams

• Good communication skills, Team player.

About the role

Responsibilities

Skills

Experience and Qualifications

Life at Zeta

Our Story

Building a new company in the recession of 2007 was no ordinary task. Yet with passion and foresight, we charted our course, helping to transform the way consumers engage with their phones.

Over the last 17 years, InMobi has built a global Advertising Platform that powers our customers’ growth by helping them engage their audiences and drive real connections.

InMobi has also built a second unicorn, Glance, which is advancing digital consumption and creating a new wave of disruption. Present on 400M devices across India, SEA, Japan and the US – Glance is one of the largest content platforms globally with~200M daily active users.

What You'll Do:

The Program Manager is responsible for planning, executing, and overseeing key learning & development programs to ensure alignment with stakeholder expectations and lead to strategic impact. This role requires strong organizational skills, and the ability to work with cross-functional teams and timelines effectively.

What You'll Do  

What You Need To Succeed  

What are we looking for?  

Qualifications and Experience:  

The InMobi Culture

At InMobi, culture isn’t a buzzword; it's an ethos woven by every InMobian, reflecting our diverse backgrounds and experiences.

We thrive on challenges and seize every opportunity for growth. Our core values of thinking big, being passionate, showing accountability, and taking ownership with freedom —guide us in every decision we make.

We believe in nurturing and investing in your development through continuous learning and career progression with our InMobi Live Your Potential program.

InMobi is proud to be an Equal Employment Opportunity and we make reasonable accommodations for qualified individuals with disabilities.

Visit  to better understand our benefits, values and more!