Manager- Change & Learning

Description The Manager – Change & Learning plays a key delivery and client leadership role across change, learning and transformation engagements. The role bridges strategy and execution—owning workstreams, managing teams, advising clients, and ensuring high-quality delivery aligned to transformation objectives. The Manager acts as a day-to-day trusted advisor to client stakeholders while supporting Associate Directors in shaping solutions, driving governance, and scaling delivery across engagements Responsibilities Change Management & Transformation Delivery •Lead defined change management workstreams within medium to large transformation programs.•Translate change strategy into practical execution plans, including stakeholder engagement, communication, and adoption activities.•Conduct and oversee change impact assessments, readiness assessments, and change enablement planning.•Guide clients through implementation phases, ensuring alignment between business processes, technology, and people impacts.•Review and quality-check change deliverables produced by team members.•Monitor readiness KPIs (adoption rate, engagement score, training completion) and manage resistance. •Drive business alignment and sign-offs for readiness milestones. Learning Strategy & Delivery Leadership •Lead learning strategy, design, and delivery for assigned engagements and workstreams.•Own training needs analysis (TNA), curriculum design, and solution definition aligned to transformation goals.•Oversee development of learning assets across formats (digital, virtual, instructor-led), ensuring instructional design quality.•Ensure learning solutions are measurable, scalable, and aligned to enterprise learning standards.•Support evaluation of learning effectiveness and continuous improvement through insights and data. HR Technology & Enablement Support •Support HR technology-enabled transformations involving platforms such as Workday, ServiceNow, SuccessFactors, SAP, Oracle, and related ecosystems.•Align learning and change approaches with HR solution architecture and implementation milestones.•Advise on adoption considerations, end-user enablement, and learning integration within technology programs.•Collaborate with PMO, technology, and functional teams to ensure cohesive delivery. Team Leadership & Development •Lead and mentor consultants, senior consultants, and analysts across engagements.•Provide regular feedback, coaching, and development support to team members.•Support onboarding, knowledge transfer, and capability building within the team.•Foster a culture of collaboration, accountability, and continuous improvement. Business Development & Practice Support •Support proposal development, solution design, and effort estimation activities.•Contribute to development of practice assets, accelerators, and reusable frameworks.•Support internal initiatives related to capability building, innovation, and knowledge sharing. Build understanding of KPMG offerings and support practice growth initiatives. Qualifications Educational qualifications •MBA (HR) or equivalent postgraduate degree from an accredited institution.• Work experience •10–14 years of experience in learning design, change management, HR transformation, or consulting. Experience managing client-facing workstreams and small-to-medium teams.