Job Summary and Purpose
To Drive Organizational Performance by designing and executing strategic learning initiatives and development programs. To align L&D strategies with business goals to improve employee skills, engagement, retention, managing budgets and measuring training impact.
Key Responsibilities and Accountabilities
- Strategic L&D Planning: Develop and implement comprehensive, long-term L&D strategies that meet organizational goals and enhance capabilities.
- Needs Assessment: Conduct Training Needs Analysis (TNA) to identify gaps across departments. To identify Skill gaps through Skill Matrix exercise for technicians.
- Learning Plan and its delivery : Designing Learning Plan and Create custom training programs (digital, in-house, or external).
- Performance Measurement: Monitor, evaluate, and report on the effectiveness of training initiatives using metrics (MIS reports) to ensure ROI and continuous improvement.
- Leadership & Stakeholder Management: Act as a trusted advisor to senior leadership, managing vendor relationships and overseeing the L&D team.
Development Initiatives : Identification of HIPO and talents, designing their Development Plans and review of the progress and evaluation.
- Budgeting & Operations: Define, track, and manage the annual L&D budget and training calendar.
Qualifications, Experience and Skills
Preferred Qualifications:
MBA / MHRM / MSW / MLW
Desirable: Diploma in T & D, Certification in Instructional Design preferred.
Mandatory Experience:
9 - 15 years of experience in L & D in large industrial setup.
Functional and Behavioral Competency:
- Strategic Thinking & Planning: Ability to develop a long-term vision, analyze market trends, and formulate strategies that anticipate customer demands and drive profitable growth.
- Financial Literacy & Acumen: Skills in interpreting financial data, forecasting, budgeting, and conducting cost-benefit analyses to make informed business decisions.
- Change Management: Planning and implementing organizational changes while minimizing resistance and ensuring smooth transitions.
- Industry & Market Knowledge: Deep understanding of competitor landscapes, regulatory environments, and sector-specific developments.
- Digital Transformation & Technology Integration: Leveraging modern technologies (AI, data analytics, AI) to innovate and improve business processes.
- Learning Technology Proficiency (LMS/LXP): Deep knowledge of Learning Management Systems and gamification to deliver engaging learning.
- Budgeting & Vendor Management: Managing L&D budgets, negotiating vendor contracts, and overseeing external training partners.
- Leadership Development & Succession Planning: Designing specialized programs for future leaders, mentoring, and facilitating development centers.
- Stakeholder Management & Influencing: Collaborating with senior leadership, department heads, and HR business partners to secure buy-in for learning initiatives.
- Leadership & People Management: Guiding, coaching, and motivating L&D specialists and team members to achieve learning objectives.
- Effective Communication & Facilitation: Articulating learning strategies clearly, delivering engaging training, and facilitating workshops.
- Adaptability & Change Management: Flexing strategies to meet changing business needs and fostering a culture of continuous, lifelong learning.
- Relationship Building & Collaboration: Building trust across the organization to ensure seamless implementation of training programs.
