Designation: Manager/Sr. Manager, Learning & Development (L&D)
Department:
1. Job Purpose
To design, implement, and continuously improve the Learning & Development framework for the Integrated Steel Plant. The role ensures capability building for all levelsoperations, maintenance, support functions, technical trainees, GETs/DET/FET, and leadership—to enhance productivity, compliance, quality, safety, and organisational performance.
2. Key Responsibilities
A. Training Strategy & Planning
- Develop annual and long-term L&D strategy aligned with business goals of the ISP.
- Conduct Training Need Identification (TNI) through skill matrices, performance reviews, audits, and interaction with HODs.
- Create Annual Training Calendar (ATC) for technical, behavioral, safety, statutory, and compliance training.
- Introduce competency-based development programs for all critical roles in Steel, DRI, Coke Oven, Sinter, Power Plant, Rolling Mill, and associated utilities.
B. L&D Program Design & Delivery
- Design structured training modules for production workforce: DRI, SMS, RMHS, Coke Oven, Sinter, WRM, Pellet, Blast Furnace, CPP, and Mechanical/Electrical/Instrumentation teams.
- Implement induction, onboarding, OJT, refresher, and certification programs.
- Coordinate with OEMs, technical specialists, internal SMEs, and external institutes like NISST, NPTI, MSME, Tata Steel JDC, etc.
- Deliver behavioral and managerial capability workshops (Communication, Team Building, Problem Solving, Leadership Essentials).
- Develop digital modules, micro-learning content, SOP-based learning videos, and e-learning systems.
C. Capability Development Programs
- Manage GET/DET/FET yearly development roadmap including classroom training, rotations, assessments, and project work.
- Design skill enhancement pathways for operations technicians and supervisors.
- Implement Leadership Development interventions for Junior and Middle Management (Assessment Centres, 360 Feedback, Leadership Competency Models).
- Facilitate Kaizen, 5S, Lean, TPM, RCA, and quality improvement training.
D. Compliance & Statutory Training
- Ensure 100% compliance with:
ISO 9001, 14001, 45001, 50001
SA 8000
Indian Labour Codes
- Track statutory training: Safety, Firefighting, First Aid, Work at Height, Confined Space, LOTO, Electrical Safety.
- Maintain training records for audits and inspections by regulatory authorities.
E. Evaluation, MIS & ROI
- Conduct training effectiveness measurement: Level 1 to Level 4 (Kirkpatrick model).
- Generate L&D dashboards: participation, cost, effectiveness, competency progress, plant-wise training hours.
- Implement digital MIS for training attendance, certification, OJT records.
- Measure ROI for critical programs—productivity improvement, quality reduction, safety behavior change, cost savings.
F. Vendor & Budget Management
- Empanel training vendors, institutes, trainers, consultants.
- Negotiate pricing, evaluate vendor performance, and ensure quality of delivery.
- Prepare and monitor the annual L&D budget and optimize resource usage.
G. Employee Engagement & Culture Building
- Drive learning culture across departments—knowledge sharing, technical talks, toolbox trainings, cross-functional learning.
- Support HR initiatives: Succession Planning, Talent Reviews, High-Potential Identification.
- Promote internal knowledge repository (SOPs, best practices, case studies).
3. Key Performance Indicators (KPIs)
- Completion of Annual Training Calendar (target > 90%).
- Statutory training compliance (100%).
- Training hours per employee per year (benchmark 40 hours for technical roles).
- Increase in competency scores via skill matrix improvement.
- % Implementation of improvement projects resulting from training (Kaizens, RCAs).
- Reduction in skill-related quality defects or safety non-compliances.
- Employee engagement score regarding learning opportunities.
- Cost efficiency of L&D spend (budget adherence within 5%).
4. Required Skills & Competencies (KSA)
Knowledge
- Strong understanding of steel plant operations and technical processes.
- ISO/SA 8000 standards, statutory compliance, and safety regulations.
- Training design methodologies (ADDIE, Kirkpatrick).
- Competency mapping, assessment techniques, and behavioral frameworks.
- Digital learning tools, LMS, and training MIS.
Skills
- Excellent communication, facilitation, and presentation skills.
- Stakeholder engagement with HODs and technical teams.
- Project management and process orientation.
- Data analysis and report preparation.
- Vendor evaluation and contract negotiation.
Abilities
- Ability to deliver high-impact training for diverse workforce.
- Capability to manage large-scale capability-building initiatives.
- Strong planning, problem-solving, and decision-making ability.
- Ability to work in a dynamic, plant-based environment with multiple priorities.
5. Qualifications & Experience
- MBA / PGDM in HR or L&D / Training Management.
- 10–15 years of experience in Learning & Development, preferably in Steel / Manufacturing / Power / Heavy Industry.
- Experience working with technical training content and competency systems.
- Exposure to safety and statutory training management is an advantage.
6. Reporting & Coordination
- Direct reporting to Senior GM – HR.
- Functional coordination with HODs of DRI, BF, SMS, RMHS, Coke, Pellet, WRM, CPP, and Maintenance teams.
- Regular interaction with safety, QA, process control, and project departments.
