What You Will Own

You will own the end-to-end learning agenda by partnering with business and HR stakeholders to align capability building with organizational goals. This includes designing and executing a structured learning calendar, developing high-quality, business-relevant content and delivering impactful learning interventions across locations. You will diagnose skill gaps through data and stakeholder inputs, differentiate capability issues from performance concerns, and implement focused solutions. Additionally, you will drive onboarding effectiveness, track learning impact through measurable outcomes, and manage LMS and digital learning tools to enable scalable development.

Experience You Should Bring

- Creativity & Engagement Mindset.

- Experience in designing annual learning calendars or structured capability roadmaps.

- Hands-on experience in content design and instructional design.

- Strong experience in employee development conversations.

- Should have evaluated skill gaps using data, manager inputs, surveys, field observations, or performance reports.

- Should have run classroom, virtual, or blended sessions with proven ability to handle different learner groups and learning styles.

- Experience managing multi-location training operations.

- Must be able to track pre- and post-program outcomes, behavioral shifts, and business KPIs linked to learning.

- Should have partnered with business leaders, line managers, and HRBPs to diagnose capability needs and co-create solutions.

- Preferably with experience creating role-specific onboarding journeys or capability-building for new hires.

- Hands on experience with Canva, or other content creation tools, and comfort working on LMS administration.

- Should bring experience working in collaborative environments with a strong attitude of ownership, empathy, and adaptability.

What You Will Be Doing

- Work closely with cross-functional stakeholders to drive the overall learning agenda. This includes aligning learning priorities with business goals and ensuring effective collaboration across teams.

- Design a comprehensive learning calendar for all functions. It should cover competency gaps, skill building, and behavioral and leadership development needs.

- Create high quality training content that aligns with business requirements. The content should be precise, relevant, and tailored to address real capability needs.

- Conduct individual employee consultations to guide their learning journeys. Provide recommendations based on role competencies and future career aspirations within Tally.

- Identify team skill gaps through data, observations, manager feedback, and field visits. Clearly differentiate between capability gaps and performance issues to design focused interventions.

- Facilitate engaging training sessions for diverse learner groups. Ensure high participation, adapt to different learning styles, and build rapport across all levels.

- Plan and execute multiple learning sessions across various locations. Ensure smooth coordination, standardized delivery, and efficient operational execution.

- Measure and track the impact of learning programs. Monitor pre and post training improvements, behavioral changes, and business outcomes such as KPIs and productivity uplift.

- Partner with business leaders, HRBPs, and line managers to align learning with organizational priorities. Translate business needs into targeted capability building programs.

- Continuously enhance the onboarding experience for Sales new joiners. Ensure role clarity, structured learning, and smooth integration into the team.

- Manage LMS administration and digital learning tools such as Storyline, Canva, and Rise. Create, upload, and track digital learning content effectively.

- Demonstrate strong cultural alignment and the right attitude. Exhibit ownership, collaboration, adaptability, and a learner centric mindset.