Learning & Development Role - Consulting Firm

A) L&D vision, strategies, and culture:

- Design and implement L&D processes, plans and initiatives in alignment with the L&D Vision & Strategies to build a culture of learning & development

- Ensure partnership and participation from management & team members across the COE to drive a culture of self-directed learning

- Design and manage various existing & new learning and development processes, policies and plans to be rolled out across COE

- Identify ways to measure and improve the effectiveness of the L&D ecosystem

- Stay up-to-date with developments in learning trends and developments in learning technologies.

B) Learning architecture and infrastructure:

- Create a repository of learning interventions and resources (through networks and partnerships with organizations, people, platforms, etc.)

- Leverage cutting-edge thinking, technology, benchmarking of best practices, blended learning, and adult learning principles to drive learning

- Effectively drive the e-learning agenda (including Learning Management Systems) to drive the learning & development priorities

- Support development of learning programs which includes updating courseware, curricula, training assignments, and learner notification communications/rules in LMS

- Work with subject matter experts, instructional designers, graphic designers, and programmers to support eLearning content requirement

C) Leadership development programs:

- Identify target groups and learning needs for cohort-based leadership development programs for enhancing leadership effectiveness and succession pipeline

- Leverage & partner with existing programs & build-in customization as per the requirement of the group

- Measure the effectiveness and impact of the programs on leadership effectiveness & succession

Skills Required:

- Good understanding of the landscape of learning - best practices and cutting-edge thinking in learning

- Hand-on experience in content creation using e-learning software like articulate, adobe captivate, etc.

- Demonstrated understanding of business, department, and individual learning needs in learning need identification and learning effectiveness measurement

- Capability for end-to-end design and implementation of learning processes and interventions - from defining desired capabilities and frameworks, identifying learning needs, designing, facilitating, and implementing L&D processes and initiatives

- Proficiency in identifying metrics, deploying tools that assess the effectiveness of learning programs and impact on organizational outcomes

Leadership Capabilities:

- Ability to solve problems through an understanding of the linkages between learning and development and other processes along with the understanding of structures, systems and culture, and learning

- Influencing - Ability to work with multiple stakeholders and drive change through processes, capability building, and communication