{"id":415381,"url":"https://alion.io/job/corrohealth-avp-ld","title":"AVP - L&D","company":{"id":5772,"name":"CorroHealth","domain":"corrohealth.com","url":"https://alion.io/company/corrohealth","size_band":"5000+","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Workday","truth_index":{"grade":"B","score":71,"open_postings":35,"ghost_share":0.486,"stale_share":0,"repost_share":0,"time_to_fill_p50_days":36,"computed_at":"2026-10-29T05:49:05Z"}},"role":"HR","role_family":"HR","seniority":"head","employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Bengaluru, India","Chennai, India","Noida, India"],"countries":["IN"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":{"min_usd":22000,"max_usd":55000,"period":"year","method":"global_role_cell_scaled_by_country","sample_n":1790},"experience_years_min":15,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[],"status":"live","first_seen_at":"2026-08-12T00:00:00Z","employer_posted_date":"2026-08-12","last_verified_at":"2026-10-29T20:43:00Z","board_verified":true,"closed_at":null,"days_open":78,"trust":{"level":"ok","repost_count":0,"flags":["company_stale"],"days_open":78},"description":"About Us:\nOur purpose is to help clients exceed their financial health goals. Across the reimbursement cycle, our scalable solutions and clinical expertise help solve programmatic needs. Enabling our teams with leading technology allows analytics to guide our solutions and keeps us accountable achieving goals.\nWe build long-term careers by investing in YOU. We seek to create an environment that cultivates your professional development and personal growth, as we believe your success is our success.\nESSENTIAL DUTIES AND RESPONSIBILITIES:\nNote: The essential duties and responsibilities below are intended to describe the general duties and responsibilities of this position and are not intended to be an exhaustive statement of duties. This position may perform all or most of the primary duties listed below. Specific tasks, responsibilities or competencies may be documented in the Team Member’s performance objectives as outlined by the Team Member’s immediate Leadership Team Member.\nRole Overview\nThe Associate Vice President - Talent Development is a strategic HR leader responsible for designing and driving a future-ready talent ecosystem that enhances organizational capability, leadership strength, and employee experience. This role will architect enterprise-wide learning strategies, leadership development pathways, and culture-building initiatives that align closely with business priorities and enable sustainable growth.\nKey Responsibilities\n1. Learning Strategy & Capability Development\nDevelop and implement acomprehensive enterprise learning strategy aligned with business goals and future capability requirements\nBuildorganizational capability frameworks across technical, functional, and behavioral domains\nLeverage digital learning, AI-enabled platforms, and modern instructional design to deliver scalable learning solutions\nEstablish adata-driven approach to measure learning effectiveness, ROI, and business impact\nPartner with business leaders to anticipate skill gaps and driveworkforce transformation initiatives\n2. Leadership Development Programs\nDesign and deployend-to-end leadership development architecture for emerging, mid-level, and senior leaders\nCreate succession planning frameworks and high-potential (HiPo) development pipelines\nIntroduce executive coaching, mentoring, and action-learning programs to accelerate leadership readiness\nEmbed leadership competencies aligned with organizational values and future strategy\nCollaborate with external partners (top B-schools, leadership institutions) to bring global best practices\n3. Employee Engagement Initiatives\nDevelop and oversee a holistic employee engagement strategy to enhance motivation, productivity, and retention\nDrive enterprise-wide surveys (e.g., engagement, pulse) and translate insights intoactionable interventions\nChampion initiatives that improve employee experience across the lifecycle (onboarding to alumni)\nPartner with HRBPs and business leaders to address engagement drivers and foster a high-performance culture\nImplementrecognition and reward frameworks linked to performance and values\n4. Culture Building & DEI (Diversity, Equity & Inclusion)\nDefine and drive astrong, purpose-led organizational culture aligned with company values and strategy\nLead DEI strategy, goals, and programs, ensuring a truly inclusive workplace\nBuild awareness and capability around inclusive leadership and unconscious bias\nTrack and improve diversity metrics (gender, socio-economic, etc.) and ensure equity in talent processes\nEmbed culture and DEI principles into performance management, leadership development, and talent practices\n5. Career Development Frameworks\nDesign and implementtransparent career progression frameworks across all functions and levels\nBuildskills-based career pathways and internal mobility programs\nEnable employees with tools forcareer self-management and growth planning\nIntegrate career development with learning platforms and talent marketplaces\nEnsure alignment betweencareer growth, succession planning, and workforce strategy\nKey Outcomes / Success Metrics\nImproved organizational capability and skill readiness index\nLeadership pipeline strength and succession coverage\nEmployee engagement scores and retention metrics\nDEI representation and inclusion indices\nInternal mobility and career progression rates\nMeasurable business impact of learning interventions\nQualifications & Experience\nMBA / Master’s in HR, Organizational Development, or related field\n15-20+ years of experience in Talent Development / Learning / OD / HR leadership roles\nProven track record inleading enterprise-wide transformation initiatives\nExperience working in complex, matrixed organizations\nExposure to global best practices in learning, leadership, and culture\nKey Competencies\nStrategic thinking and business acumen\nExecutive stakeholder influence\nChange leadership and transformation capability\nData-driven decision-making\nStrong program management and execution excellence\nDeep expertise in modern learning technologies and trends\nLeadership Expectations\nActs as atrusted advisor to senior leadership and the executive team\nBuilds aculture of continuous learning and growth\nDrives innovation in talent and capability development\nCreates apeople-first, inclusive, and high-performance organization\nPHYSICAL DEMANDS:\nNote: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions as described. Regular eye-hand coordination and manual dexterity is required to operate office equipment. The ability to perform work at a computer terminal for 6-8 hours a day and function in an environment with constant interruptions is required. At times, Team Members are subject to sitting for prolonged periods. Infrequently, Team Member must be able to lift and move material weighing up to 20 lbs. Team Member may experience elevated levels of stress during periods of increased activity and with work entailing multiple deadlines.\nA job description is only intended as a guideline and is only part of the Team Member’s function. The company has reviewed this job description to ensure that the essential functions and basic duties have been included. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. 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