KrazyBee - Senior Manager/Lead - Learning & Development

Description:

Role: Learning & Development Lead

Location: Bangalore

Reports to: CHRO

Level: Senior Manager / Lead

Role Mandate (Read this carefully):

Own the end-to-end capability agenda for the organization from frontline managers to senior leaders ensuring leaders are fit to scale, compliant, and commercially sharp.

This role is accountable for capability outcomes, not training hours.

Key Responsibilities:

1. Leadership & Manager Capability

-Design and execute Leadership Pipeline Programs for:

- First-time managers

- Mid-level leaders

- High-Potential talent

Build Manager Effectiveness Framework covering:

- Coaching & feedback

- Decision-making

- Performance management

- People risk ownership

- Run HiPo development programs with clear promotion readiness criteria.

2. Functional & Digital Capability

Own organization-wide Capability Architecture:

- Fintech domain skills

- Risk & compliance literacy

- Business and financial acumen

Partner with Risk, Compliance, Product, Tech, and Ops leaders to:

- Identify skill gaps

- Build structured learning journeys

Ensure learning directly supports:

- Regulatory compliance

- Operational excellence

- Business growth

3. Learning Design & Delivery

Move L&D away from:

- Ad-hoc workshops

- One-time interventions

Build blended learning ecosystems:

- Classroom

- Digital platforms

- On-the-job learning

- Action learning projects

- Own vendor strategy:

- Select

- Govern

- Kill non-performing vendors

4. Measurement & Impact

Define and track learning effectiveness metrics, including:

- Time-to-productivity

- Manager effectiveness index

- Capability uplift scores

- Application of learning on the job

Link learning investments to:

- Business KPIs

- People outcomes

- Present impact dashboards to senior leadership.

5. Stakeholder & Team Leadership

Act as a thought partner to:

- Business Heads

- HRBPs

- CXOs

- Lead and develop the L&D team.

- Push back on leaders who want training without accountability.

What Success Looks Like (Non-Negotiable)

- Strong internal leadership bench

- Measurable improvement in manager quality

- Reduced people risk due to better leadership capability

- Faster readiness of HiPos for next roles

- Learning spend justified by outcomes, not sentiment

Ideal Candidate Profile

Must-Have

- 1015 years in Learning & Development

Proven experience in:

- Leadership development

- Manager capability building

- HiPo programs

- Strong exposure to:

- Tech / fintech / BFSI / scale-ups

- Ability to influence senior leaders with data, not jargon