Team Member - Capability

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 Do Big! Success is measured by leadership readiness and behavioural change, not by training volume.

▸ 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 clear 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 ‘20’ 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.

• 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.

Indicative — calibrate band and experience to the target grade.

• Education: Postgraduate in HR / OD / Business; premier-institute background preferred.
• Experience: 12–18 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 (~25–30%) for zonal delivery and field engagement.

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.