Senior Manager, Talent Development

Senior Manager, Talent Development

Gurgaon, India | Full-time | Reports to VP of Talent Management & Development

About Payoneer

Founded in 2005, Payoneer is the global financial platform that removes friction from doing business across borders. With over 2,500 colleagues across 190+ markets, we’re building the infrastructure that connects the world’s underserved businesses to a rising global economy. By taking complexity out of financial workflows—from global payments and compliance to multi-currency management—we give businesses the tools to work efficiently worldwide and grow with confidence. India represents one of our highest-growth and highest-impact markets, and we’re scaling rapidly.

Role Summary

This role sits at the intersection of business strategy and people strategy in a hypergrowth market. As we scale rapidly in India, talent development is no longer a nice-to-have—it’s business-critical. The Senior Manager in Talent Development will build and scale how capability grows, how people experience career progression, and how we develop the leadership bench strength required to compete and win. You’ll partner strategically with regional and global leadership to translate business priorities into targeted talent development solutions that drive measurable impact on retention, engagement, capability, and performance.

This is a foundational role—you’re not maintaining an established function; you’re building one. You’ll combine systems thinking with execution excellence, designing programs that are rigorous and intentional while moving work forward at the pace required by a hypergrowth environment.

What You’ll Do

• Build and Scale Talent Development Infrastructure: Design and establish a scalable talent development operating system aligned to business goals. This includes structured learning journeys (onboarding, manager development, leadership readiness, technical skill-building), clear career pathways, and capability-building initiatives that accelerate growth in a high-velocity market.

• Drive Retention & Engagement Through Capability: Create experiences that deepen capability, accelerate career growth, and signal to employees that Payoneer invests in their future. In a competitive and rapidly-growing market, capability-building is a retention lever—measure participation, capability shift, and engagement lift, not just attendance.

• Design Experiences That Land: Create learning and development solutions that are practical, engaging, and culturally resonant. Use a blend of digital, live, and experiential formats. Design for clarity and impact—your programs should feel thoughtful and coherent, with both aesthetic clarity and logical rigor.

• Partner Strategically with Regional & Global Leadership: Collaborate with the VP of Talent Development and regional business leaders to surface India-specific talent and capability needs, translate them into development strategies, and bubble up insights that inform global talent strategy. Bridge global standards with local execution.

• Manage Execution with Excellence: Own end-to-end program management with discipline, planning, and stakeholder alignment. In a hypergrowth environment, pace matters—but so does quality. Deliver consistently, measure impact, and communicate progress clearly.

• Develop & Deliver Manager Training: Lead workshops, forums, and manager enablement programs that build capability in critical leadership areas. Create environments where managers feel supported and equipped to grow their teams.

• Evaluate & Partner with Vendors: Identify, evaluate, and manage relationships with learning vendors and platforms. Hold partners accountable to quality, ROI, and strategic alignment. You own the relationship and the outcomes.

• Build Capability & Culture Through Onboarding: Shape how new employees experience Payoneer culture and get up to speed. In a hypergrowth market, how people are onboarded signals what we value and shapes retention and engagement from day one.

Who You Are

• 8–10+ years of progressively responsible experience in Talent Management, Learning & Development, Organizational Development, or related People functions. You’ve personally owned talent development work end-to-end for a meaningful period.

• A builder, not just a maintainer. You have a track record of designing and launching programs from the ground up, not just inheriting and optimizing existing ones. You’ve scaled talent development work across multiple functions or geographies.

• Strategic thinker with a designer's mindset. You understand how talent density, capability development, and engagement drive business outcomes. You think in terms of impact and ROI, not activity. You can design systems that are both rigorous and intentional.

• Expert in learning experience design. You know how to create learning that is practical, engaging, and sticky—not theoretical or disconnected. You design experiences people want to be part of.

• Masterful executor. You bring exceptional project and program management discipline. You move work forward with pace and purpose. You are organized, you communicate clearly (written and verbal), and people trust you to deliver.

• Commercially aware. You speak the language of revenue-critical markets and growth. You understand how regions succeed and what talent strategies matter most in competitive, fast-growing environments.

• Influential and collaborative. You build strong relationships with senior stakeholders and cross-functional partners. You bring clarity, structure, and solutions to conversations. People want to work with you.

• Strong English proficiency (verbal and written). You communicate with clarity and confidence in a global business environment.

What Sets You Apart

• You anticipate impact before launch. You "see around corners" and consider how a program will land across stakeholders, geographies, cultures, and edge cases—well before it goes live. You design with intention.

• You bring productive urgency. You move work forward at pace without sacrificing quality. You accelerate timelines and scale work in ways others find energizing rather than exhausting.

• You demonstrate signal-over-noise judgment. You synthesize data, stakeholder input, and talent insights quickly. You focus attention on what truly drives business outcomes.

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