Sr Manager - Learning & Development - Retail/Hospitality

Senior Manager - Learning & Development

Role Summary:

- The role holder has dual responsibilities to design & develop best in class talent management practices to meet current and future business needs.

Reports to: Group Head - Human Resources/Business leadership in India.

Key Responsibilities

Learning & Development:

- Responsible for driving the establishment, implementation and maintenance of training & development programs, processes, metrics/strategies for employees in partnership with the Business.

- Collect inputs from Business & Functional Leadership to create a short and long-term training strategy

- Tie up with partners for external learning & development requirements.

- Institutionalize Train the Trainer program.

- Develop e-learning programs and monitor their effectiveness

- Accountable for L&D budget records and prepares documents required for the budget review process.

- Set up an employee L&D dashboard and generate regular MIS.

Organization Development:

- Work with all levels of management to determine core competencies required for key positions in the organization and identify specific resources to ensure acquisition and maintenance of those competencies.

- Perform needs analyses and review organization resources to ensure that learning and development resources are developed based on short and long-term goals of the organization.

- Work closely with the Senior Leadership in Career development and Succession planning programs.

- Support the Organization to engage its employees successfully to go the extra mile and run annual engagement surveys and action plans to create a great place to work.

Performance Management:

- Lead the performance management process in India.

- Establish performance driven culture across the country.

- Develop set of Key Performance Indicators and drive implementation.

- Work with the compensation and benefits team to design performance-based incentive schemes for different formats and drive implementation.

- Analyze performance management data, identify variances and develop action plans.

- Create inputs on development needs and succession planning recommendations for Leadership team.

Key Result Areas:

- Adherence to L&D plan

- Identification of successor for key position

- Development of Career planning for key talents

Competencies:

- Leadership: ability to motivate and influence team members, delegating work and ideas effectively to encourage others

- Effective Communication: relate well to all kinds of people both outside and within the organization, capable of building rapport: a good listener, ability to gain trust

- Business Acumen: in-depth knowledge of businesses and a thorough understanding of the competitive environment

- Team management: ability to work well with colleagues throughout the organization to fulfill common goals. Supportive of individuals within the team, work collaboratively to achieve common objectives

- Results Orientation: demonstrate initiative and motivation to achieve increasingly higher levels of performance - both process and outcomes

- Values People: see people as competitive advantage. Ability to create an environment to help them succeed, enjoy differing personalities and accommodate differences