Manager - Learning & Organization Development - Manufacturing Firm

Summary: Responsible for leading the L&OD Partnering role for a few Business Units. Responsible for program managing some of the KRAs of L&OD COE.

Key Responsibilities:

Business Partnering:

- Partner with Business Heads, HODs, Business HR and other COEs to capture, analyse current and future learning mandates for capability building in a timely manner.

- Prioritize training interventions and create a quarterly calendar by integrating design and curation of effective, technology-enabled learning solutions to provide continuous learning across the talent lifecycle through the interplay of live and digital learning, on-the-job experiences, and exposures.

- Partner with internal stakeholders and external partners (vendors) to curate, design and deploy bespoke learning solutions that support business/performance outcomes.

As and L&OD Partner, undertake the following responsibilities (but not limited to):

- Fulfilment of learning mandates

- Increase in adoption of live and digital learning

- Culture Integration through focused initiatives in cascade of company Way

- Amend and revise programs as necessary, to adapt to the changes that occur in the work environment and standards in the industry

- Ensure the robustness of the process to measure the effectiveness of the programs; take suitable actions to make the trainings more effective.

- Drive governance through periodic reviews with Leadership, Internal Stakeholders

- Create a Talent pool of Prospective Internal trainers for capability building

COE :

- Forecast and prepare the budget with information from past data, current & future trends in alignment with the business strategy and Group O&TD programs for the COE.

- Drive the 360-degree feedback initiative resulting in focused actions plans of interventions for the respective SBUs aligned with.

- Undertake business need based & significant OD assignments towards timely closure and effectiveness.

- Program Manage end-end Employee Engagement by (but not limited to):

- Appropriate communication before, during and after the survey

- Action Planning through various tools e.g., Workshops, FGDs, Insighting

- Support in Action Plan Preparation o Fulfilment of L&OD related actions

- Program Manage end-end Talent Development agenda by (but not limited to):

- Supporting the Top Talent, Line Manager or HRBP in fine-tuning the LDAP (Long Term Development Action Plan)

- Plugging in various relevant learning solutions in the self-learning and classroom learning in the LDAPs of TTs

- Analysing the classroom learning needs from LDAPs and preparing a training calendar with budgetary requirements o Nominate TTs for Group ILD programs such as LDP-1, LDP2, LDP-1+ by and provide support to L&OD for LDP-3

- Administration & Liaison with various stakeholders for a seamless execution of Physical/Virtual Development Centers - P/VDC-1 and P/VDC-2

- Maintaining the end-end TT Development Tracker.

- Roll out of LDAP Clinics and other related sessions for TTs, Line Manager (of TTs) and HRBP.

- Manage the team towards efficient, accurate and timely delivery of dashboards, reports required for various internal and external forums.

- Partner with other COEs towards creating a positively impactful employer brand by (but not limited to):

- Periodic Industry Benchmarking to understand global best practices o Actively participating in external reputed forms in showcasing best practices within Company