Deputy General Manager - Skill Development & Governance

Responsibilities

1. PAP/PDF Skill Development, Employability & Livelihood Enhancement

• Develop and execute comprehensive PAP/PDF skill development strategies aligned with business growth plans and community development commitments.
• Conduct skill mapping, aspiration assessment, educational profiling, and competency gap assessment of PAP/PDF candidates.
• Design structured employability pathways for local youth through vocational training, technical training, apprenticeships, and industry certifications.
• Facilitate gainful utilization of PAP/PDF beneficiaries through direct employment, contract deployment, self-employment, entrepreneurship development, and supply-chain integration.
• Create livelihood opportunities by promoting micro-enterprises, service providers, equipment operators, maintenance technicians, and community entrepreneurs.
• Develop long-term rehabilitation and livelihood sustainability plans for affected families.
• Monitor employment retention and post-training outcomes to ensure sustainable livelihood generation.

2. PAP/PDF Governance & Program Management

• Establish governance frameworks for identification, enrollment, tracking, training, placement, and utilization of PAP/PDF candidates.
• Develop policies, SOPs, deployment frameworks, and monitoring mechanisms for livelihood restoration initiatives.
• Maintain centralized database and dashboard for tracking skilling progress, employability status, placement records, certifications, and income generation.
• Ensure transparent beneficiary selection, training nomination, assessment, certification, and deployment processes.
• Monitor impact indicators including employability rate, placement percentage, income enhancement, retention, and social outcomes.
• Coordinate with district administration, government agencies, ITIs, Skill Councils, NSDC partners, and training institutions.

3. Skill Development Strategy & Workforce Capability Building

• Develop organization-wide skill development roadmaps for mining operations, coal handling plants, washeries, maintenance functions, and infrastructure projects.
• Establish competency frameworks and skill matrices for critical operational roles.
• Identify future skill requirements based on technology, mechanization, automation, and expansion plans.
• Implement structured learning journeys from helper to operator, technician, supervisor, and specialist levels.
• Drive competency-based assessment and certification programs.

4. Training Need Identification & Content Design

• Conduct Training Need Analysis (TNA) across sites, functions, and communities.
• Design detailed training content, curricula, competency standards, learner handbooks, assessment tools, trainer guides, and certification criteria.
• Develop role-based learning pathways covering technical, behavioural, leadership, safety, and functional skills.
• Customize content for mining operations, HEMM, CHP, washery operations, maintenance, safety, environment, and community development programs.
• Establish blended learning methodologies incorporating classroom training, OJT, simulations, digital learning, and field assignments.
• Define learning objectives, competency outcomes, and evaluation criteria.

5. Training Implementation & Execution

• Lead end-to-end execution of skill development initiatives across business units.
• Coordinate candidate mobilization, batch formation, logistics, infrastructure, trainers, assessments, certifications, and deployment.
• Oversee establishment and operation of skill development centres, residential training facilities, and satellite training hubs.
• Ensure quality assurance and standardization across all training programs.
• Monitor training effectiveness through pre-assessment, post-assessment, practical evaluations, OJT completion, and certification.
• Drive continuous improvement based on feedback and performance outcomes.

6. Coordination with ASE (Adani Skill Education) Team

• Act as the central interface between business operations and ASE for all skilling initiatives.
• Consolidate skill requirements from sites and translate them into structured training interventions.
• Coordinate curriculum development, trainer deployment, assessment methodology, certification framework, and training partner engagement through ASE.
• Facilitate centralized execution and governance of all technical skilling programs.
• Ensure alignment of ASE initiatives with business.
• Monitor monthly skill development progress through structured reviews with ASE and site leadership.
• Support scaling of standardized skill development models across clusters.

7. Community Development & Stakeholder Engagement

• Build strong partnerships with local communities, government agencies, educational institutions, ITIs, Skill Councils, NGOs, and training providers.
• Facilitate local employment generation and workforce localization initiatives.
• Promote entrepreneurship development and community capacity-building initiatives.
• Lead awareness campaigns on skill development, employability, apprenticeships, and livelihood opportunities.

8. Business Safety & Competency Assurance

• Strengthen safety culture through competency-based training initiatives.
• Ensure all operational personnel possess required safety competencies and certifications.
• Participate in audits, incident investigations, risk assessments, and safety governance reviews.
• Integrate safety competency requirements into all technical and community skilling initiatives.

Qualifications

Work Experience : 15 years and above. The candidate should have experience of managing skill development programmes in the past. The candidate will be given preference who have implemented the skill development training of PAPs through convergence of the Govt. skill development schemes and CSR schemes.