TATA TELE BUSINESS SERVICES

People Academy Lead
Learning & Development | Capability Building | Leadership CoE |

Do Big!

Position - People Academy Lead

Function - Capability Building / Learning CoE

Reports To - Head Learning CoE / Capability Building

Location - Mumbai (Corporate)

Mandate - Enterprise-wide leadership & behavioural capability

Team - Core L&D; team + faculty / vendor ecosystem

Travel~25 to 30% zonal delivery & field visits

Grade / Band Deputy GM

ROLE PURPOSE

The People Academy Lead owns TTBS's enterprise-wide leadership and behavioural capability agenda. The role architects, builds, and runs the People Academy the institution responsible for developing leaders at every level, from individual contributors through to enterprise leadership, structured around the four-pillar Lead Self Lead Others Lead Leaders Lead Business framework. Capability is built through a deliberate blend of formal, experiential, social, and peer learning.
Beyond program delivery, the People Academy Lead is accountable for building a visible, credible leadership pipeline that strengthens succession, manager effectiveness, and the culture the business needs to Success is measured by leadership readiness and behavioural change, not by training volume.

WHAT SUCCESS LOOKS LIKE
pillars fully operational Lead Self Lead Business100%
of people-managers onboarded to the core managerial curriculum
successor readiness for business-critical roles70:20:10
social & experiential learning embedded across journeys

THE FOUR PILLARS YOU WILL OWN
01 Lead Self
Self-awareness, personal effectiveness, and individual productivity

02 Lead Others
First-line and people-manager capability managing teams

03 Lead Leaders
Leaders-of-leaders; mid-to-senior leadership depth

04 Lead Business
Enterprise leadership, strategic and commercial acumen

KEY RESPONSIBILITIES

Academy Strategy & Architecture
Own the vision, mission, and operating model of the People Academy, aligned to business strategy and the HR agenda.
Maintain and evolve the four-pillar leadership framework and the underlying skills and competency architecture.
Set the annual capability roadmap, priorities, and investment case in partnership with HR and business leadership.

Curriculum & Program Design




Design role-based leadership journeys across all four pillars, applying a 70:20:10 blend of experiential, social, and formal learning.
Build flagship programs first-time-manager, leaders-of-leaders, and senior-leadership with transparent objectives and success metrics defined upfront.
Curate and integrate external content and platforms (LinkedIn Learning, Coursera, business-school partnerships) into coherent journeys.

Social & Peer Learning
Embed social and peer learning as a core modality the in 70:20:10 rather than an add-on to formal programs.
Build communities of practice, peer-coaching and learning circles, and cohort-based action learning across all four pillars.
Enable manager-led and peer-to-peer learning at scale, using LMS / LXP and collaboration platforms to make internal expertise visible and shareable.

Delivery, Faculty & Facilitation
Personally facilitate senior and leadership cohorts; build and manage an internal-faculty and external-partner ecosystem.
Ensure quality, consistency, and learner experience across all deliveries and zones.

Leadership Pipeline & Talent
Partner with HR to link academy outcomes to succession planning and high-potential development for business-critical roles.
Track leadership readiness and manager effectiveness as core measures of academy impact.

Governance, Measurement & Stakeholders
Run the academy's governance forums and RACI; report progress and impact to the CHRO and leadership.
Own the measurement framework from participation and experience through to behavioural change and business outcomes.
Manage the academy budget and vendor / faculty commercials with discipline.

KEY INTERFACES
CHRO & HR Leadership

Align academy to talent, succession, and culture agenda

Business & Functional Heads

Diagnose leadership demand; secure sponsorship and nominations

HR Business Partners

Deploy programs, drive nominations, and track cohort progress

Fellow Academy Leads





Coherence with Product & OEM and Sales academies

External Faculty & Partners

Tata Management Training Center, Business schools, coaches, and learning-platform providers

KEY COMPETENCIES

Leadership Development Expertise

deep grounding in how leaders grow, and how to build capability that sticks.
Strategic & Business Acumen

connects the leadership agenda to business strategy, talent risk, and commercial outcomes.
Executive Stakeholder Management

credible with, and able to influence, leaders up to CXO level.
Facilitation & Coaching

commands a senior room; coaches leaders through real challenges.
Program & People Leadership

builds and leads a team and orchestrates a faculty and vendor ecosystem.
Social & Peer-Learning Design

builds communities, peer-coaching networks, and cohort learning that scale capability beyond the classroom.
Emotional Intelligence

high self-awareness and interpersonal insight; a role model for the behaviours the academy teaches.

MUST HAVENICE TO HAVE

Leadership & behavioural capability development
Curriculum architecture & instructional design
Facilitation of senior / leadership audiences
Stakeholder management up to CXO level
Learning measurement & business linkage
Team & vendor / faculty management Telecom / B2B services background
ICF or equivalent coaching credential
Succession & talent-management exposure
Design Thinking & experience design
Digital learning & LXP fluency

IDEAL CANDIDATE PROFILE

Indicative calibrate band and experience to the target grade.

Education: Postgraduate in HR / OD / Business; premier-institute background preferred.

Experience: 12 to 18 years across L&D; / OD / leadership development, with a track record of building or running a leadership academy or CoE.

Certifications: Coaching credential (ICF or equivalent) and psychometric / assessment accreditations are an advantage.

Mobility: Willing to travel (~25 to 30%) for zonal delivery and field engagement.

THE TATA WAY
This role operates in the spirit of the Tata values and the TTBS promise Faster, Simpler, Closer.

The People Academy Lead is expected to be a visible custodian of the Tata Code of Conduct and Tata leadership behaviours, modelling the standard the academy sets for others.

📌 Academy Lead (Navi Mumbai)
🏢 Tata Tele Business Services (TTBS)
📍 Navi Mumbai