Job level : Band 6.1 BU/Division : Asia Service Centre India(ASCI) - Human Resources Job Purpose : - Lead the conceptualization, design, delivery & tracking of programs and initiatives at ASCI to build leadership & behavioral competencies of employees; aligned to learning strategy & business plans. - This role will work closely with the Head L&D to build capability and drive change across various levels in the organization via deploying relevant interventions from time to time. The role would have elements of both planning as well as great focus on execution. - To succeed in this role, the incumbent would require knowledge & experience in designing leadership development journeys, in using competency frameworks and assessment tools. The incumbent should have excellent facilitation & coaching skills, high interpersonal and business partnering skills, excellent program management and change management skills. Major Accountabilities : a. L&D Partnering 1. Work collaboratively with ASCI Business Leaders, Managers and Employees in identifying and planning for the learning and development needs of the respective Business Units 2. Drive the execution of annual training plan; develop appropriate programs and interventions to address learning & organizational development needs both for current & future business needs 3. Design appropriate metrics to evaluate the effectiveness and impact of learning and development efforts. Prepare appropriate reporting package on these metrics for informed management decision on L&D investments and priorities. Track and report L&D metrics to various stakeholders on a periodic basis 4. Support Head L&D to create platform and channels for top talent development as per the individual development plan 5. Advise managers & employees on 70-20-10 methodology from time to time; guiding & coaching on various learning resources available, promote utilization of new learning methodologies viz. micro learning, gamification, social learning, peer-to-peer learning etc. 6. Monitor and review the progress of learners through various means, solicit feedback b. Program Design & Delivery 1. Deliver in-house programs, facilitate competency based modules for employees and managers 2. Design, deliver and track progress of flagship leadership development programs @ ASCI, end to end program management for e.g. first time manager program, senior manager program, general management program, women leadership program etc. 3. Support design and delivery of talent assessment framework, utilizing competency framework and assessment tools for various talent management processes 4. Design and deliver any culture related intervention/workshop required to drive change within the organization, support Head L&D in creating and delivering action plans 5. Support in driving Diversity & Inclusion related programs in the organization to build an inclusive ASCI culture, utilize creative methods to drive the change 6. Create platforms and mechanisms to build a coaching culture in the organization 7. Drive participation, learning engagement and build a sustainable learning culture in the organization through various tools, including communication collaterals/knowledge management methodologies 8. Enhance the onboarding experience of employees by designing and delivering a robust onboarding program c. Internal L&D Processes 1. Source, evaluate and recommend appropriate external business partners for L&D programs 2. Manage vendor relationship and work closely with them in the delivery of purchased program/s, manager the internal vendor management process 3. Ensure compliance to the internal audit parameters as defined by the audit framework for L&D, support in CMMI audit from time to time 4. Prepare training documentation such as training manuals, hand notes for participants, questionnaires and other support materials. Support customization of modules as per the requirements. Support in CMMI requirements as and when required 5. Plan the implementation and facilitation of activities and events, budget spending, material production and distribution, and other resources to ensure that operations are managed within authorized budgets. Support in budgeting and monitoring expenses for all leadership & behavioral skills programs 6. Drive continuous improvement in the L&D function, suggest and implement areas of improvement to increase efficiency and effectiveness and drive cost savings d. Competencies 1. Functional Expertise and Industry knowledge 2. Facilitation & Coaching Skills 3. Excellent Communication Skills 4. Consulting Skills & Business Partnering 5. Presentation Skills 6. Program Management Skills 7. Change Management Skills Specialized Knowledge : a. Knowledge 1. Training and Development Process (Training Needs Analysis/ Design & Development/Implementation/Evaluation) 2. L&D Strategy, best practices in Talent management, leadership development, coaching and mentoring. 3. Understanding of concepts/tools/methodologies with communications, essentials of feedback and coaching, driving competency based learning, first line manager capability development tools etc. 4. Training Evaluation Stages: Kirk Patrick's Levels of Evaluations (Should have implemented level 1 & 2) 5. Comprehensive knowledge of adult learning principles 6. In-depth level of knowledge of trends and development in training, organizational development, performance management, employee engagement interventions in IT shared services b. Skill 1. Expert level on training needs analysis, course design, curriculum development, program implementation/delivery and evaluation and on various organizational development techniques 2. Strong communication, platform, group facilitation and management skills 3. In-depth level of behavioral analysis skills 4. Competent level of project management and consulting skills 5. Demonstrates strong creativity and innovation 6. Good interpersonal skills c. Attitude/Behavior Essential to success in this role is the proactive management of relationships with the stakeholders across various locations and backgrounds, working closely with them and their teams to maximize the efficiency and accuracy of the delivery function. 1. Displays and works with utmost integrity 2. Maintains a collaborative approach towards learning program implementation 3. Able to innovate through recommendation of tools, processes and programs 4. Willing to extend help and support when needed; team player 5. Able to work with minimal supervision post 6-months of hiring 6. Willing to be in variable shifts as needed for training coverage Problem Solving : - Competing priorities that tend to undermine the full implementation of planned programs - incumbent needs to influence leadership and management on the value created by the programs to their respective teams and overall ASCI business couple with strong collaboration for appropriate mapping of program calendar and schedules vis--vis peaks and valleys of business activities - Limitations and constraints on resources (physical, financial) - incumbents needs to be resourceful and to employ innovative approaches to work within the limitations and constraints Education and Experience : - MBA in HR with a minimum of 8+ years of experience. - Certification in Trainings (certified to conduct signature programs) preferable - Experience in Competency Management and Assessment preferable - Experience in Facilitation & Coaching Communication Scope : - Stakeholders: a. Employees b. First Line Managers/ Managers c. Senior Managers/Engagement Leaders d. Mancom/LT - L&D & HR Team - Management Chart : Head- HR &gt; Senior Manager L&D &gt; Manager L&D - Leaders and Managers - L&D requirements identification and planning; consultation on specific L&D, OD interventions required by their respective teams - ASCI L&D/HR team - discussion, dialogue and collaboration on common goals and initiatives; alignment of strategy and programs - ASCI employees- L&D requirements identification; consultation on employee engagement programs and interventions Management scope : - Total number of direct reports: None (IC Role) - Total number of staff managed with the support of other team members for training(direct and indirect): &lt; or = ~ 1500

Gurgaon/Gurugram

Sun Life Financial - Manager - Learning & Development 

Sun Life Financial - Manager - Learning & Development  ,Job Description for Sun Life Financial - Manager - Learning & Development  in Sunlife Financial in  Gurgaon/Gurugram for (10-14) years of experience. Apply Now!

Job Description for Sun Life Financial - Manager - Learning & Development  in Sunlife Financial in  Gurgaon/Gurugram for (10-14) years of experience. Apply Now!