Role Summary:

Lead the organization's Learning & Development and capability-building agenda by developing a strategic learning architecture aligned with business priorities, future workforce requirements and organizational growth. Own enterprise-wide capability development, leadership development, competency frameworks, learning programs, digital learning, talent development and learning effectiveness to build a high-performing and future-ready workforce.

Key Responsibilities:

- Develop and drive the overall Learning & Development strategy aligned with business objectives and long-term organizational priorities.

- Conduct organization-wide Training Needs Analysis (TNA) and identify current and future capability gaps across functions, roles and leadership levels.

- Build and maintain competency frameworks, role-based capability models and structured learning journeys across employee segments.

- Design and implement leadership development programs for senior leaders, people managers, emerging leaders and high-potential talent.

- Develop functional, behavioural, technical and professional development programs based on business and workforce requirements.

- Own management development, executive development, coaching, mentoring and leadership capability-building initiatives.

- Build learning academies, career development programs, upskilling and reskilling frameworks to strengthen internal talent pipelines.

- Partner with business leaders and HRBPs to translate business challenges and future skill requirements into targeted learning interventions.

- Drive succession readiness and development plans for critical roles in partnership with Talent Management and HR leadership.

- Develop and manage the organization's digital learning ecosystem, including LMS/LXP, e-learning, virtual learning, microlearning and self-directed learning platforms.

- Evaluate and implement innovative learning methodologies, including blended learning, experiential learning, simulations, coaching and on-the-job development.

- Establish learning governance, policies, processes, standards and operating mechanisms across the organization.

- Manage the L&D budget, learning investments and external training partnerships to ensure optimal utilization of resources.

- Build and manage relationships with universities, executive education institutions, consultants, coaches, content providers and specialized training partners.

- Establish L&D measurement and analytics frameworks to track participation, capability development, behavioural change, performance impact and ROI.

- Develop dashboards and reports for senior leadership covering learning effectiveness, skill gaps, program adoption and capability-building outcomes.

- Continuously evaluate learning programs and use data, feedback and business outcomes to improve program effectiveness.

- Build a strong learning culture that promotes continuous development, knowledge sharing, internal mobility and lifelong learning.

- Lead and develop the L&D team, establishing clear objectives, operating standards and high-performance expectations.

- Advise senior leadership on emerging workforce capabilities, future skills and strategic talent development priorities.

Education:

- Bachelor's degree in any discipline.

- Postgraduate qualification in Management / Business Administration / Human Resources or a related discipline preferred.

- Candidates from Tier-1 or Tier-2 business schools preferred.