Manager - Learning & Development Manager - Retail Sector

Training & Development :

- Identify and align on skills, capabilities, programs and investments required in the annual calendar and tie this together with the annual fiscal year's capability building agenda and costs.

- Establish and manage the annual training budget. Plan and manage the vendors and budgets after identifying build/buy programs. Record and maintain information for various audit requirements.

- Implement training calendar. Work with regional CoE to leverage programs.

- Develop performance metrics, sets learning objectives for training programs and develop programs that enable individuals to perform current /future jobs.

Measure : Training Calendar, Cost, Quality metrics measured through program response

Talent Management :

- Facilitate competency/talent assessment for the professional band employees/ key roles.

- Build and execute the right learning and career-skilling interventions for identified talent, especially critical talent in the leadership +1/+2 pools.

- Help Managers and employees establish appropriate individual development plans in line with talent assessment, performance improvement or succession planning commitment

- Update and maintain all functional succession plan and progress for talent dashboards/ reviews.

Measure: IDPs for top talent in place-tracked-progress recorded, Updated assessment and progress, talent dashboard on key role retention, career progression

Engagement :

- Program manage and execute various Engagement/Retention programs like the KYC, skip level meetings, Walk and Talk, Buddy for Integration / employees with change etc.

- Work with the TA team on the new hire integration/ onboarding programs. Execute 1st 30/60/90 days learning agenda/learning logs. Check in/monitor/track the on boarding process with the functional managers and new hires. Provide feedback and ensure the required new employee experience.

- Support driving the global survey participation, support people managers with their engagement action planning, action updates.

- Support the Great Place to Work Assessment and action planning with Managers.

Measure : Engagement Action plans, Insights and Opportunities tracking, GPTW targets

Performance Management :

- Partner with people managers to strengthen the performance driven culture via training/coaching on objective setting, managing poor performance, quarterly check-ins, facilitating performance reviews

- Leverage global communication/workshops on goal alignment, performance planning /mgmt.

Measures : Timely completion of APR process / calendar, Goal setting, PIP closure

8-10 years of experience or MBA (HR/OD/PMIR)with 4-5 years of relevant experience (as an HRBP/ OD exposure)

- Defining, designing and delivering learning interventions and training

- Experience/ learning agility to support talent mgmt., organization development, engagement work

- Excellent communication, facilitations skills

- Ability to plan, multi-task and manage time effective,

- Disciplined report writing, record keeping, stretch oneself attention to detail

- Initiative and drive to deliver consistently, stretch oneself

- Comfortable with minimum supervision and ambiguity

- Networked, leverage learnings from vendors/organizations on OD, Training, Engagement, practices

- Demonstrated ability to develop partnerships across teams, levels of the organization