Job Summary:

We are seeking a high-ownership HR person to architect and drive the organizations Project Management capability framework.

This role will be responsible for designing scalable, business-aligned learning ecosystems that build project-ready talent and strengthen delivery excellence across the organization.

The mandate spans enabling existing Project Managers, integrating campus and lateral PMO hires, and developing high-potential delivery professionals transitioning into Project Management roles, while ensuring alignment with evolving business demand.

Roles & Responsibilities:

1. PM Talent Pipeline Enablement

- Build and sustain a Project Manager pipeline aligned to business demand forecasting.
- Design phased onboarding and capability-building frameworks for campus and lateral PMO hires to accelerate deployment readiness.
- Establish structured transition pathways for high-potential delivery professionals moving into Project Management roles.

2. Project Management Capability Development

- Design and drive structured Project Management learning journeys aligned with delivery governance, execution excellence, and client expectations.
- Develop a comprehensive PM learning roadmap covering foundational, intermediate, and advanced capability levels.
- Create differentiated learning models based on experience level, role cadre, and business vertical requirements.

3.



Learning Governance & Budget Management

- Work closely with leadership to define and manage the annual learning budget for PM capability development.
- Optimize learning investments through blended learning models (internal programs, certifications, external partnerships).
- Establish governance frameworks for PM capability programs, including quality standards, certification criteria, and review mechanisms.

4. Curriculum & Learning Architecture

- Curate role-based course curricula for targeted learner groups (Campus hires, Emerging PMs, Experienced PMs, Delivery Leads).
- Identify and onboard internal Subject Matter Experts (SMEs) and external learning partners.
- Ensure learning content integrates practical delivery scenarios, governance standards, and organizational best practices.

5. Learning Effectiveness & Impact Measurement

- Define Project Readiness benchmarks and competency frameworks.
- Measure learning effectiveness through deployment readiness, utilization timelines, delivery quality metrics, and stakeholder feedback.
- Establish continuous feedback loops to refine programs based on business outcomes.

6. Outcome & Impact Ownership

- Track and report measurable impact on:
- Deployment speed of PM talent
- Delivery effectiveness
- Project governance maturity
- Talent readiness pipeline strength

📌 Manager - Human Resources L&D (IIM) (Chennai)
🏢 Kaar Technologies
📍 Chennai