Head Learning And Development (Textile Industry)

Role & responsibilities

Key Responsibilities:

Strategic Planning & Leadership

• Define and drive the L&D strategy in alignment with the organizations vision and talent needs.
• Partner with business and HR leaders to identify capability gaps and future skill needs.
• Establish frameworks for career development, leadership pipeline, and functional training.

Training Design & Implementation

• Lead the design and delivery of functional, behavioral, and leadership training programs.
• Oversee the annual training calendar and ensure execution as per timelines.
• Deploy digital learning platforms (LMS, e-learning modules, blended learning).

Talent & Capability Building

• Design and run programs for HiPo development, first-time managers, succession planning, etc.
• Develop learning paths for various roles and functions.
• Facilitate knowledge sharing, coaching, and mentoring culture.

Assessment & Impact Measurement

• Track training effectiveness using training models.
• Leverage data and analytics to measure ROI on learning initiatives.
• Continuously improve programs based on feedback and performance metrics.

Stakeholder & Vendor Management

• Liaise with internal stakeholders for need identification and alignment.
• Manage external trainers, vendors, consultants, and learning partners.
• Negotiate training contracts and ensure quality and cost-effectiveness.

Succession Planning:

• - Design and implement a strategic succession planning framework to ensure leadership continuity for critical roles in manufacturing and retail.
• - Identify high-potential employees and work with business leaders to craft personalized development plans.
• - Ensure the organization has a strong internal talent pipeline ready for future leadership roles.
• - Develop and implement potential assessment programs by conducting systematic competency mapping exercises and assessment centers. Create an eco system where IDPs become a part of each managers responsibility backed up by credible feedback sessions and potential development programs
• - Oversee the implementation and optimization of a robust performance management system that aligns with organizational goals.

Team Leadership:

- Lead and mentor a team of HR professionals, fostering a collaborative and high-performing culture.

- Ensure the team is equipped to support the talent management strategy and drive results.

- Partner with senior management and department heads to ensure alignment between talent initiatives and business needs.