Role & Key Deliverables

Learning & Development:

1. Create, deliver and measure Long term and Short term Learning & Development plan

2.Organization Review focusing on key business Plans (business needs, trends and opportunities), Macro-Functional & Managerial Competency gaps and feedback from key stakeholders in coordination with HR teams

3. Current and future training needs identified through Performance Management system & Succession Planning focusing on developing and implementing Individual Development Plans based on performance and potential driving career management

4. Develop & institutionalize Competency Framework and Assessment of Learning needs

5. Draw and implement the overall Learning and development road map/Plan for all functions based on IDP/ People Capability & Competency Matrix and calendarize L&D interventions to fulfill business and individual needs

6. Review and align with Offerings of division on Training and Development and implement relevant programs in India & ME BU including e-learning offers in conjunction with the global HR team

7. Design and implement Identification of Internal faculty/Trainers systematically for capturing and sharing Internal Knowledge and Skills and promote Train the Trainer programs for Internal faculty

8. Identify, develop and on-board external L&D partners/institutes/agencies for delivery of L&D programs in line with the needs and plans the mix between internal and external trainers

Talent Sourcing:

1. Build and implement comprehensive Talent sourcing plans basis the Business plans, anticipated exits and talent pipeline creation plans

2. Support and guide sourcing of manpower (Campus Interviews/Lateral hiring) including driving Graduate
programs and India specific Talent Graduate programs

3. Support Internal Mobility/Hiring process with other businesses in India

Talent Engagement:

1. Strengthen existing Engagement initiatives

2. Review Employee Engagement actions across BU basis stakeholder needs, EE Survey results held at BU Level

3. Lead Employee engagement process enabling enhanced employee experience across the Employee Life Cycle

4. Periodically share metrics wrt L&D, Sourcing and Engagement actions in line with set objectives wrt process efficiency, effectiveness and cost/budgets

5. Active support to change initiatives including on organization development & succession planning, career
development, high potential identification, Executive coaching, and corporate training & talent retention programs

Desired Experience & Qualifications

- Master's degree in Human Resources or equivalent.

- Around 10 years of experience with at least 3 years in leading Learning and Development function of a small business preferably in industrial MNC, with clear responsibility and leadership on general L&D, Sourcing and Employee Engagement topics

- Experience and excellent ability in L&D, Talent Sourcing and Engagement domains

- Experience in complex and dynamic, fast-paced multi-site work environment.

- Good at multi-tasking & stakeholder management with an ability to prioritize and manage conflicting demand

- International openness and interest, energetic and pragmatic in his/her approach.

Key Competencies

- The good demonstration of Leadership Behaviors (Lead Self, Lead Others, Communicate & Collaborate, Deliver results, Drive improvements)

- Excellent oral and written communication

- Strong facilitation & persuasion skills, able to interface with all levels of responsibility in the organization

- Good interpersonal skills and ability to manage relationships with both internal and external partners

- Analytical & Problem solving

- Capable of handling multiple priorities

- Fluent English, Knowledge of Indian languages & foreign languages will be added advantage

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