The AGM / L&D Lead
Overview of the Role:
As the Lead of learning and development, the incumbent would report to the Head of Human Resources and be expected to influence the senior managers at all levels to adopt and support effective approaches to learning and development.
The incumbent will also need to liaise with senior management and HR Heads at the regions to align the overall learning and development strategy with the broader business goals of the company.
The position will involve collaborating effectively with people at all job levels and interacting with a diverse group of individuals and personalities to ensure the achievement of individual, functional and organizational goals.
Will also be involved in succession planning and talent management initiatives.
Activities and Tasks Responsibilities would include, but not be limited to, the following.
- Leading the entire lifecycle of Training from conducting Training Needs Analysis using both structured and informal methods to capture requirements across the institution; identifying current and future developmental needs at the individual level, and capacity building requirements at the institutional level; including measuring effectiveness;
- Conceptualizing innovative and flexible methods to address the developmental and capacity building needs identified, including identification of external training programs and conferences, the design and delivery of in-house training sessions, enrolment in online learning programs, mentoring, self-learning, and other methods as appropriate;
- Drawing up a comprehensive L&D Plan based on the developmental needs and methods identified;
- Driving and facilitating the implementation of the L&D Plan to ensure smooth execution with effective outcomes; providing thought leadership around program design and delivery;
- Monitoring and evaluation of both structured and informal methods used; making continuous improvements in the approach, process and methods as appropriate;
- Organizing and anchoring the New Hire Orientation programme to enable easy settling-in and acculturalization of new joinees;
- Refining existing systems and processes, and setting up new processes as required, including preparing and tracking the annual L&D Budget; creating and updating the Training Calendar; tracking training attendance; capturing feedback on training programs as well as conferences and workshops attended;
- Designing and implementing Learning Strategy in sync with the organizational strategy;
- Designing Learning Programs using various techniques like podcasts, videocasts, theatre etc / Embracing different styles of training techniques, including e-learning, tutorial sessions or coaching
- Leading the team for Leadership Development & Behavioural Training
- Leading the development of high potentials through various learning mechanisms
- Identify Business priorities and related issues with a ground up approach, across all business functions
- Program Designing, relevant to audience profile and their role, in alignment with the organizations- objectives and developing subject matter expertise
- Content and assessment creation for all functional interventions, in alignment with Business Leaders
- Working closely with various leaders across the organization and having a full understanding of their units and training requirements
- Conduct workshops both in functional and soft skills domain
- Constant upgradation of training tools and content
- Skill building across the organization - with long term skill development, across behavioural, soft and leadership domains
- Development of Competency Framework and all related tools for all roles across the organization and Conduct Competency based interventions
- Adherence to the allocated budget and an ability to find solutions in order to implement the required training
- Evaluate and onboard high-quality vendors/ external partners for specialized workshop
- Leading Special Projects assigned from time to time and its delivery
- Supporting the team for Organizational Development initiatives like culture building, improving bottom-up communication, designing new HR processes etc with a vision to be in top 100 in the Great Places to Work Index;
Principal Accountabilities / Key Results Areas / Key Performance Indicators
- Assess relevant training needs for individuals and organization, in consultation with departmental heads, including assessment methods and measurement systems entailed.
- Evidence of Training Needs Identified and action plans
- Ensure implementation of organizational strategy and plans to meet training and development needs, and manage training delivery, measurement and follow up as necessary!
- Planning Training Programs as per the Training needs identified and directed
- Design training courses and programmes necessary to meet training needs, or manage this activity via external providers
- Liaising with external Vendors, Internal Stakeholders for the conducting the training programs. Evidence of Trainings conducted, Measurement forms completed
- Plan and deliver training courses personally wherever necessary and augment those that are provided externally or internally by others
- Delivering Training Programs, as per the requirement
- Standardize Training practices across TDL
- Standardizing Induction across TDL Operations and holding the entire process
- Talent Management, that includes Succession Planning and developing internal talent pool through training, on the job learning mentoring or coaching
- Conducting Succession Planning discussion with Heads of Departments and Business Units. Creating the IDPs for potential Successors and following up on these. Liaising with Regional HR / Business heads for the same
Exposures
- Psychometric Assessment / Developmental Tools / TM Models / development & execution AC / DC / Succession Planning, SDP, MDP, EDP, LDPs
- Leading Change Management Initiatives in the organization
- Leading Internal Communications in the Organization
- LMS
Person Specification
- The candidate should possess a Master's degree in Organizational Design, Organizational Psychology, Business Administration (MBA) with a specialization in HR, or any other relevant degree.
- Must have at least 10 years of relevant experience and a good understanding of L&D systems and processes, instructional design, content development, training delivery, and evaluation of training effectiveness
- Exposure to working in an organization involved in Pharma / Lifesciences / Healthcare training would be an added advantage
- Other qualifications required for this role include:
- High quality written and verbal communication skills, strong listening skills
- Excellent interpersonal skills and a demonstrated ability to interact with all levels in the organization
- Demonstrated success in implementing innovative training techniques and learning technologies, in multiple areas including managerial and leadership development areas
- Experience in conducting organizational, program level, and individual needs analysis to identify learning and development needs; experience in running targeted development programs.
- Canidates who can join within 30 - 45 days would be preferred.
Work Location:
