Location: Mumbai

Function: Human Resources

Job Purpose:

- To build the enterprise capability strategy by anchoring business-relevant, performance focused, and future-ready learning.

- The role leads to the creation of a single competency framework, embeds skill-based learning journeys, and steers the shift from traditional training to digitally enabled, AI-led, and impact driven learning experiences.

Role Summary:

- This is a builder and business partner role - ideal for someone who thrives in environments undergoing transformation and sustained periods of change.

You'll lead the Learning CoE with responsibility for:

- Laying the foundation (competencies, learning journeys, digital platforms)

- Solving business outcomes through tailored learning programs

- Uplifting the learning team's consultative, design and delivery capability, project management skills

- Introducing AI awareness and skills-based learning design to future-proof development across levels

- You will work closely with functional and business leaders, SLT to make learning an enabler of performance, readiness, and growth.

Key Job Duties and Responsibilities:

1. Build the Learning Infrastructure:

- Design and deploy a single, enterprise-wide competency led learning framework covering key roles and skills

- Define capability models for functional, behavioral, and leadership development

2. Solving Business Problems Through Learning:

- Partner with leaders to diagnose business performance challenges

- Co-create learning programs that directly improve sales, service, productivity, or manager effectiveness.

3. Lead Signature Capability Programs:

- Launch and scale programs like Manager Capability, Sales Force Effectiveness, and Digital Fluency

- Replace generic classroom programs with job-relevant, modular learning journeys

4. Enable Digital Learning & AI Transition:

- Fix or replace the LMS, and build adoption of self-paced, bite-sized, digital learning

- Create awareness and foundation for AI-driven skills platforms, role-based learning paths, and adaptive content delivery

5. Elevate the L&D Team:

- Coach and build the team's ability to consult, diagnose, and design, implement and govern programs

- Transition L&D from coordination to performance consulting

6. Measure Learning Impact:

- Use SMART, actionable metrics: adoption, completion, application, and business impact

- Build learning analytics dashboards and report insights into business leadership

What success looks like (12-24 months):

- Functional, leadership, and role-based learning journeys and framework deployed and adopted

- At least 3 business-critical capability programs (Academies) redesigned and rolled out within 12 months

- 50% shift to digital/blended learning in frontline and people manager roles

- L&D team equipped with stakeholder management, performance consulting, and data fluency

- Roadmap for AI-readiness in learning is defined and socialized across key functions

Ideal Profile:

- 12-15 years of experience in L&D, Capability Building, or Leadership Development

- Strong business problem solver with ability to translate challenges into capability needs

- Deep knowledge of adult learning design, digital learning ecosystems, and LMS/LXP implementation

- Experience building or scaling competency models, academies, or skills-based learning

- Exposure to organizations undergoing digital/cultural transformation

- Awareness of AI trends in learning, skills clouds, adaptive platforms, and personalization

- Solid commercial acumen, proven project management skills, facilitation, influence, and storytelling ability with senior leaders to navigate change

Added Advantage:

- Experience in consulting, telecom, tech, SaaS, or sales-led organizations

- Knowledge of tools like Degreed, EdCast, Cornerstone, Viva Learning, or AI-driven LXPs

- Past success in repositioning L&D from "cost center" to "value driver"