Description: To design, lead, and implement an organization-wide Learning & Development (L&D) strategy that builds current and future capabilities, drives leadership and talent development, and supports business growth through structured, impactful learning interventions.

Key Responsibilities:

L&D Strategy & Capability Building:

- Develop and drive a comprehensive Learning & Development strategy aligned with organizational goals, business priorities, and future capability requirements.

- Conduct Training Needs Analysis (TNA) using competency frameworks, performance reviews, leadership inputs, functional feedback, and business requirements.

- Identify critical skill gaps and translate them into targeted learning and development initiatives.

- Conceptualize and implement innovative learning solutions including blended learning, leadership programs, mentoring, coaching, self-learning, and external partnerships.

Learning Programs & Content Governance:

- Oversee the design, development, and deployment of learning programs across formats such as classroom training, workshops, e-learning, and leadership development initiatives.

- Ensure creation and maintenance of high-quality, relevant, and scalable learning content aligned to organizational competencies.

- Define and govern role-based learning pathways covering functional, behavioral, and leadership competencies.

- Partner with internal subject matter experts and external vendors to curate, customize, and standardize learning content.

Leadership Development & Succession Planning:

- Partner with senior leadership and HR stakeholders to support succession planning and talent reviews.

- Design and drive leadership development programs to build a robust internal leadership pipeline.

- Integrate succession planning outcomes with learning journeys and leadership development frameworks to ensure readiness for critical roles.

Compliance & Mandatory Training:

- Ensure effective planning, execution, and tracking of all statutory and mandatory training programs (e.g., POSH, safety, disaster management, policy and regulatory training).

- Drive organization-wide awareness, coverage, and compliance with mandatory learning requirements.

- Monitor completion rates and ensure audit readiness.

L&D Operations & Budget Management:

- Prepare, implement, and govern a comprehensive, role-based annual L&D plan.

- Drive seamless execution of learning initiatives through strong collaboration with business leaders and cross-functional stakeholders.

- Monitor learning effectiveness using feedback, assessments, and impact metrics, and continuously improve learning delivery and methodologies.

- Design, standardize, and anchor induction and onboarding learning journeys to enable effective assimilation of new hires.

- Establish, streamline, and continuously improve L&D systems, processes, and governance frameworks.

- Oversee learning platforms (LMS), reporting mechanisms, and documentation.

- Develop, implement and manage the annual training calendar in alignment with organization goals.

- Manage and optimize the annual Learning & Development budget to ensure cost-effective and high-impact learning solutions.

- Track ROI and effectiveness of learning investments.

JOB SPECIFICATION: (QUALIFICATIONS/KNOWLEDGE/EXPERIENCE):

Education and Experience:

- Master's degree in organizational design, Educational or Organizational Psychology, Business Administration (MBA) with a specialization in HR, or any other relevant degree.

- Must have at least 12-15 years of relevant experience and a good understanding of L&D systems and processes, instructional design, content development, training delivery, and evaluation of training effectiveness.

Knowledge & Skills:

- High quality written and verbal communication skills, strong listening skills.

- Excellent interpersonal skills and a demonstrated ability to interact with all levels in the organization.

- Demonstrated success in implementing innovative training techniques and learning technologies, in multiple areas including managerial and leadership development areas.

- Experience in conducting organizational, program level, and individual needs analysis to identify learning and development needs; experience in running targeted development programs;