Head - Learning & Development - Succession Planning - FMCG

- Responsible for developing and implementing an organization wide Learning & Development strategy that facilitates and drives individual development and capacity building in line with organizational requirements

- Conducting Training Needs Analysis using both structured and informal methods to capture requirements across the organization; identifying current and future developmental needs at the individual level, and capacity building requirements at the organizational level

- Conceptualizing innovative and flexible methods to address the developmental and capacity building needs identified, including identification of external training programs and conferences, the design and delivery of in-house training sessions,

- Devising the learning management system (LMS)

- Drawing up a comprehensive L&D Plan based on the developmental needs and methods identified, which ensure smooth execution with effective outcomes; providing thought leadership around program design and delivery

- collaborating effectively with people at all job levels and interacting with a diverse group of individuals and personalities to ensure the achievement of individual, functional and organizational goals

- Preparing and tracking the annual L&D Budget of entire group; creating and updating the Training Calendar

- Executing the concepts like Trainer the Trainer, Subject Matter Experts (SMEs)

- Capturing ROI of training programs as well as conferences and workshops attended through training effectiveness

- Leading the performance management process for the organization with a focus on consistent implementation and capability building

- Formulation of KRAs and ensuring Goal setting for each employee in lined with organizational goals

- Organizing annual and half yearly sessions for the purpose of reviewing performance

- Designing policies for employees' promotion

- To provide training & refresher workshops related to PMS

- Work with senior leaders and HR to design and implement succession planning, a leadership development program, and a mentorship program

- Discussing career-pathing options with talented and high-potential employees

- Regularly reviewing the employee policies & SOPs with industry benchmark