Learning And Development Specialist

Role & responsibilities

Key Responsibilities

1. Learning Design and Delivery

• Design, develop, and deliver engaging

  learning modules

  including

  online

  ,

  self-paced

  , and

  instructor-led programs

  —aligned with organizational needs, competency matrix and learning styles.
• Partner with subject matter experts to curate and modernize learning content using innovative digital tools and learning platforms.
• Implement and manage

  blended learning journeys

  , integrating e-learning, live virtual sessions, workshops, and on-the-job learning.
• Evaluate learning outcomes using feedback, assessments, and data analytics to measure

  program impact, Budgeting and ROI

  .

2. Leadership and Capability Development

• Manage and scale

  leadership development programs

  for emerging, mid-level, and senior leaders.
• Facilitate leadership assessments, 360 feedback, and coaching interventions.
• Identify skill gaps and design targeted interventions to build

  managerial and functional capabilities

  .
• Partner with academic institutions and external consultants for specialized learning initiatives.

3. Employee Engagement and Culture Building

• Design and execute

  employee engagement initiatives

  to enhance belonging, motivation, and productivity.
• Partner with internal teams to roll out culture-building campaigns, recognition programs, and pulse surveys.
• Leverage data insights to continuously refine engagement strategies and improve employee experience.

4. Change Management and Communication

• Develop and execute

  change management strategies

  that support organizational transformation.
• Create and deliver communication plans that enhance awareness and participation in L&D and engagement initiatives.

5. Stakeholder and Vendor Management

• Partner with business and HR leaders to identify learning and engagement needs across functions and geographies.
• Manage external vendors, facilitators, and learning content providers to ensure quality and alignment with organizational goals.

Required Qualifications & Skills

• Education: Full-time MBA or Master’s in HR / Organizational Development from a reputed institution. Certifications in L&D, OD, or Instructional Design (e.g., CIPD, SHRM, ATD, Kirkpatrick) preferred.
• Experience: 6–8 years of progressive experience in L&D, employee engagement, or organizational development roles in mid-to-large organizations.
• Proven track record of designing, delivering, and evaluating learning programs (online, blended, and instructor-led).
• Strong understanding of adult learning principles, instructional design, and modern learning technologies.
• Hands-on experience with HRMS / LMS tools—including performance, learning, and analytics modules.
• Excellent facilitation, presentation, and communication skills, with the ability to engage diverse audiences.
• Strong analytical and problem-solving abilities with a data-driven approach to decision-making.
• Ability to influence and collaborate effectively across levels, fostering stakeholder buy-in and participation.
• Experience managing multi-location or remote learning programs is a plus.

What We Offer

• Opportunity to shape and lead L&D and Engagement at scale within a high-growth organization.
• Exposure to modern learning technologies and data-driven HR practices.
• Collaborative culture that values innovation, learning, and continuous improvement.
• Competitive compensation (8–10 LPA) and comprehensive benefits.
• Career progression opportunities within a growing HR function.