Role Overview:

We are hiring for our client setting up an ACC in HR Shared Services and is looking for a Learning & Development professional who can go beyond designing and delivering training programmes.

The ideal candidate will bring a consultative approach to Learning Architecture, working closely with business leaders, senior stakeholders and subject-matter experts to understand business priorities, identify capability gaps and develop structured learning solutions.

This is an individual-contributor role suited to someone who has experience converting business needs into learning strategies, capability frameworks and scalable learning journeys.

Key Responsibilities:

- Consult with business leaders and senior stakeholders to understand business priorities, performance challenges and future capability requirements.

- Conduct Learning Needs Analysis and capability-gap assessments across functions and employee groups.

- Translate business requirements into structured learning architectures, curricula and role-based learning journeys.

- Design learning solutions covering functional, behavioural, leadership and professional capabilities.

- Develop capability frameworks, competency maps and learning roadmaps aligned with organisational objectives.

- Partner with subject-matter experts, instructional designers, facilitators and external vendors to develop and implement learning solutions.

- Recommend the right learning approach, including classroom, virtual, digital, blended, self-paced and on-the-job learning.

- Support the development of learning content, toolkits, facilitator guides and assessment frameworks.

- Establish learning measurement approaches covering participation, knowledge improvement, application and business impact.

- Use learning data, feedback and analytics to evaluate programme effectiveness and recommend improvements.

- Manage multiple learning initiatives while ensuring stakeholder alignment, quality and timely delivery.

- Stay updated on emerging learning practices, digital-learning tools and capability-development trends.

Required Experience:

- 15 - 20 years of experience in Learning & Development, Talent Development, Capability Development or Organisational Development.

- Demonstrated experience in Learning Needs Analysis, capability-gap identification and learning-solution design.

- Experience consulting with business leaders and senior stakeholders to understand and address capability requirements.

- Ability to build learning roadmaps, curricula, competency frameworks or role-based learning journeys.

- Good understanding of adult-learning principles, instructional design and blended-learning methodologies.

- Experience working with cross-functional teams, subject-matter experts and external learning partners.

- Exposure to learning analytics, programme evaluation and effectiveness measurement.

- Strong communication, consulting, stakeholder-management and project-management skills.

- Experience working in a large, complex, global or shared-services environment would be an advantage.

Preferred Skills:

- Exposure to learning platforms such as an LMS, LXP or other digital-learning tools.

- Familiarity with instructional-design frameworks such as ADDIE, Design Thinking or Agile learning design.

- Experience in leadership development, functional capability building or enterprise-wide learning initiatives.

- Knowledge of learning-evaluation frameworks such as Kirkpatrick would be beneficial.

- Ability to analyse learning data and prepare stakeholder presentations, dashboards and recommendations.

Important Fitment Note:

This position is not limited to training delivery, facilitation or content creation. Candidates whose experience is primarily in conducting training sessions without exposure to Learning Needs Analysis, stakeholder consulting and learning architecture may not be suitable.

We are specifically looking for someone who can:

1. Engage consultatively with business leaders.

2. Identify the underlying capability requirement.

3. Recommend an appropriate learning solution.

4. Build structured and scalable learning journeys.

5. Measure whether the intervention has created the intended impact.

Ideal Candidate Profile:

The ideal candidate is a consultative L&D professional who can connect business requirements with practical learning solutions. The person should be comfortable working independently, influencing senior stakeholders and coordinating with multiple teams to create learning architectures that deliver measurable business value.