Role Purpose

Lead the organization's technical capability development agenda to build a future-ready engineering and manufacturing workforce aligned with business growth, technology evolution, and emerging skill requirements.

The role is responsible for developing enterprise-wide technical learning strategies, strengthening technical competencies, designing capability-building frameworks, building industry-academia partnerships, and creating sustainable talent pipelines for current and future business needs.

The position is envisaged as a key capability-building leadership role that will help establish the foundation for a future Engineering Academy and drive technical workforce readiness across the organization.

Role Context

- Leads enterprise-wide technical capability development initiatives.
- Responsible for technical skilling, workforce readiness, competency development, curriculum architecture, and future-skills development.
- Works closely with business leaders, engineering leaders, HRBPs, functional heads, and external academic partners.
- Drives capability development for engineering, manufacturing, project management, quality, digital, and specialist functions.
- Establishes technical learning frameworks, certification pathways, university partnerships, and talent development ecosystems.
- Acts as the custodian of the organization's technical capability-building strategy..

Key Accountabilities Technical Capability Strategy &

- Workforce Readiness

- Develop and execute enterprise-wide technical capability development strategy aligned with business and technology roadmaps.
- Identify current and future capability requirements across engineering, manufacturing, project management, quality, and specialist functions.
- Establish capability-development roadmaps to support workforce readiness and business growth.
- Build competency frameworks and capability progression pathways for critical technical roles.

Curriculum Architecture &

- Learning Frameworks

- Design enterprise-wide technical learning architectures, curricula, and capability-development frameworks.
- Develop role-based learning journeys and certification pathways for engineers, specialists, and technical professionals.
- Create structured learning frameworks for campus trainees and early-career talent.
- Benchmark best practices and continuously enhance technical learning methodologies.

Campus Talent Development

- Design and institutionalize structured development programs for Graduate Engineer Trainees (GETs) and other entry-level technical talent.
- Ensure campus trainees are effectively prepared for deployment into business-critical roles.
- Develop technical training pathways, assessments, and readiness frameworks aligned to organizational requirements.




- Partner with business leaders to continuously refine trainee development programs.

Learning Operations &

- Delivery

- Manage internal and external training delivery programs.
- Oversee learning calendars, learning platforms, and training infrastructure.
- Ensure effective deployment of virtual and classroom learning solutions.
- Monitor training quality and learning adoption.

Employee Upskilling &

- Future Skills Development

- Design and drive enterprise-wide technical upskilling initiatives in emerging technologies and future skills.
- Develop programs to address niche capability requirements and critical skill gaps.
- Establish specialist development pathways and certification-led learning interventions.
- Support workforce transformation through continuous technical capability enhancement.

Industry-Academia Partnerships &

- Talent Pipeline Development

- Establish strategic partnerships with universities, engineering institutions, research centres, and industry bodies.
- Engage with academic leaders, deans, faculty members, and researchers to co-create industry-relevant curricula and specialized programs.
- Build strong talent pipelines for critical and niche technical skills.
- Drive team-oriented initiatives, industry-academia projects, internships, and future-skills programs.
- Leverage academic partnerships to strengthen organizational capability and workforce readiness.

Capability Analytics &

- Effectiveness

- Monitor technical capability KPIs and workforce readiness measures.
- Assess effectiveness and impact of capability-development initiatives.
- Develop dashboards and analytics to track capability maturity and skill development outcomes.
- Identify capability gaps and recommend improvement interventions.

Team Leadership

- Lead teams responsible for technical capability development and workforce readiness initiatives.
- Build internal expertise in curriculum design, competency frameworks, and capability-building methodologies.
- Foster a culture of continuous technical learning and professional growth.

Key Interfaces

Internal Business &

- Functional Leaders

(Business Heads, Functional Heads, HRBPs/Location HR Heads) –
- Capability requirements, Workforce development priorities, Future skills and talent planning.
Engineering, Manufacturing, Quality &

- Project Functions - Technical competency requirements, Capability-building interventions, Workforce readiness programs

External





Universities, Institutes &

Certification Bodies –

- Curriculum co-creation, Industry-academia partnerships, Talent pipeline development

Industry Bodies &

Certification Organizations–

- Technical certifications, Future-skills development, Specialist capability-building initiatives

Critical Competencies

Functional Competencies

Technical Capability Development, Curriculum Design &

- Architecture, Competency Framework Development, Engineering Talent Development, Workforce Capability Planning, Industry-Academia Collaboration, Technical Learning Strategy, Future Skills Development, Certification Framework Design, University Partnership Management, Learning Analytics &
- Capability Assessment

Leadership Competencies

Strategic Thinking, Stakeholder Management, Influencing Skills, Change Leadership, Communication Skills, Partnership Building

Behavioral Competencies

Ownership &

- Accountability, Learning Agility, Collaboration, Results Orientation, Innovation Orientation, Continuous Improvement

Experience

- 10-15 years of experience in Technical Learning &
- Development, Capability Development, Engineering Talent Development, Workforce Development, or Technical Academy environments.
- Minimum 5 years in a leadership role involving capability-building or technical workforce development initiatives.
- Demonstrated experience in curriculum design, competency framework development, and technical capability-building programs.
- Strong experience engaging with universities, academic institutions, research organizations, and industry bodies.
- Experience in engineering, manufacturing, electronics, aerospace, defence, industrial technology, or related sectors preferred.
- Proven track record in designing technical talent pipelines and future-skills development initiatives.

Essential

Academic Qualifications

- Bachelor's Degree in Engineering.

Preferred

- Master's Degree in Engineering, Technology Management, Business Administration, or related discipline.
- Certifications in Learning &
- Development, Competency Management, Capability Development, Instructional Design, or Talent Development.

Ideal Candidate Profile

- Strong experience in technicalcapabilitydevelopment,curriculumarchitecture,andworkforcereadinessprograms.
- Demonstrated success in designing competency frameworks and structured technical development pathways.
- Proven ability to build and manage industry-academia partnerships and engage with university leadership.
- Experience in identifying emerging skill requirements and developing future-focused technical capability programs.
- Focused on trainingstrategy,curriculumdesign,talentpipelinedevelopment,andcapability-buildingframeworksratherthantrainingdeliveryorfacilitation.

📌 Chief Skilling Officer (Bengaluru)
🏢 Larsen u0026 Toubro
📍 Bengaluru