SKV - Your Trusted Turnkey Interior Solutions Provider

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When it comes to turnkey interior solutions for your dream office space, no stone should be left unturned when it comes to meeting your requirements. That's where SKV comes in! We are one of the leading turnkey interior solution providers in Delhi-NCR, working as a one-stop solution provider for office projects and designing spaces.

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With SKV being a trendsetter in turnkey interior solutions, you can be rest assured about how your workspace will pan out. From the time you get in touch with us to the time your revamped space is handed over, we stay with you at every step. With our strong expertise in this field, well-defined planning, and an efficient design process, we have established our reputation as one of the best turnkey interior solution providers in Delhi-NCR. Our team of professionals ensures that the entire process is seamless, be it communicating with the subcontractors, designers, vendors or architects.

Role purpose

The Head - L&D will set up SKV's learning function from the ground up and own capability building for every employee group across the SKV Group. This is a hands-on, independent role: you will design the strategy and deliver much of it yourself, before building a team as the function grows.

The role covers two very different audiences at scale - high-volume skilling, safety and productivity training for blue-collar workers at sites and the factory, and leadership, functional and behavioural development for white-collar staff.

Key responsibilities

1. L&D strategy and governance

- Build the group-wide L&D strategy, annual training calendar and budget, aligned to business plans across SKV Group.

- Run Training Needs Analysis (TNA) with business heads, project leads and factory management; link it to performance appraisal outcomes.

- Write the L&D policy and SOPs: nominations, attendance, training bonds, vendor empanelment, certification and records.

- Map role-wise competencies and skill matrices for key job families, in line with the grade structure.

2. Blue-collar skilling (sites and factory)

- Design and run high-volume programmes for site workers, supervisors, technicians, carpenters, fabricators and machine operators.

- Own induction for new workers and contract manpower, including EHS, site safety, PPE and toolbox talks with the EHS team.

- Build multi-skilling and certification paths; tie into government schemes (e.g. NSDC / Sector Skill Councils, apprenticeship programmes) where useful.

- Create train-the-trainer programmes so supervisors and senior workers can deliver on-the-job training.

- Deliver content in Hindi and regional languages, using visual, practical and on-site formats that suit low-literacy audiences.

- Track skill levels and their effect on rework, productivity, safety incidents and attrition.

3. White-collar and leadership development

- Design structured onboarding and role-readiness programmes for corporate, design and project teams.

- Run leadership and managerial development for first-time managers, project managers and senior leaders.

- Deliver functional and technical learning: project management, design software, estimation and costing, sales, compliance.

- Build behavioural programmes: communication, client handling, ownership, collaboration.

- Support succession planning and high-potential development with the P&C head.

4. Systems, vendors and measurement

- Set up and run an LMS or digital learning platform, plus training MIS and records.

- Empanel and manage external trainers, institutes and content partners within budget.

- Measure impact using training hours, coverage, cost per head, assessment scores and Kirkpatrick-level evaluation.

- Present monthly L&D dashboards and quarterly impact reviews to management.