Purpose Leads and oversees leadership, training and development for GSG and GBS in order to ensure that the leadership, training and development strategies, plans and initiatives are aligned with overall business strategy. In partnership with HR Business Partners, responsible for consulting with and advising senior business leaders on leadership and development related topics, opportunities, strategies, etc. The manager works closely with business line leadership teams to meet strategic and development needs of the business by aligning with business strategy and global leadership, training and development strategy, ensuring the investment is appropriate and identifying opportunities for content sharing and economies of scale. The Senior manager works to ensure that leadership, training and development solutions are as efficient, effective and engaging as possible. Accountabilities Represents leadership and development in strategic planning / decision making and ongoing meetings with the business line leadership team and oversees leadership and development strategy development. Deploys strategic solutions to meet business objectives. Defines and oversees the development and execution of leadership and development strategies and programs in partnership with the Business HR team and business lines, ensuring alignment with business requirements and the global leadership and development strategy. Responsible for creating an annual leadership and development strategy and strategies for specific programs to address specific business needs. Owns the leadership and development strategy for the business and provides strategic insights and solutions to leaders on talent priorities and needs. Delivers input and feedback on program design to Business leaders, Business HR and COEs and provides recommendations on program execution. Accountable for the successful deployment of the leadership and development programs and collaborates with the HRBPs and the business line primary teams to ensure successful deployment of the talent programs. Proactively utilizes a wide range of HR data to identify themes/trends and recommend effective leadership and development strategies to meet the business needs. Advocates and champions the leadership and development operating model within the business. Proactively contributes to the transformation of the HR operating model, with the aim of creating a globally integrated function that is scalable, flexible, efficient and effective. Provides proactive initiatives thought leadership and insights based on current internal trends and/or emerging external trends for business leaders. Provides leadership and development related advice, strategies, and solutions aligned to the overall Business HR workforce strategies. Employs a performance consulting approach to ensure that leadership and development solutions address defined talent gaps. Partners and maintains ongoing relationship with business leaders and HRBPs to identify and maintain understanding of the business line leadership and development needs. Education / Experience Fluency in Spanish and English is required. (English Level: B2)5+ years of working experience with learning and development (must)3+ years experience managing a team and coaching skills (must) Excellent communications skills (verbal and written) and interpersonal skills. Ability to deal effectively with all levels of the organization. Able to collaborate with HR stakeholders and business partners and coach managers. Actively listens and seeks to understand needs with genuine curiosity. Strong people leadership skills, problem solving, conflict management and negotiation skills. Strong ability to strategically influence and persuade senior leaders. Strong ability to effectively perform in a complex, high change environment while being a positive steward for the global HR team. Results oriented and able to effectively execute in a fast-paced environment. Excellent project management skills to oversee execution of complex communications strategies. Demonstrated leadership skills, independence and collaboration, with an ability to build strong cross-cultural and cross-divisional team relationships. Strong business acumen and understanding to allow appropriate partnership with client groups. Effectively leverages multiple business tools to define and execute the HR and change component of business strategies. Understands how the data relates to actions and results for an individual person or team. #J-18808-Ljbffr