Manager L&D

Position Title:

Role Overview

The L&D Manager will design, implement, and manage comprehensive learning and capability-building initiatives across the unit. The role focuses on technical, behavioral, leadership, and compliance training to enhance workforce capability, productivity, and alignment with organizational goals.

Key Responsibilities

1. Training Need Identification & Planning

• Conduct Training Needs Analysis (TNA) in collaboration with line managers, HODs, and HRBP.
  
• Develop the annual training calendar aligned to business goals and statutory requirements.
  
• Identify critical skills required for Steel Plant operations (Coke Oven, DRI, Blast Furnace, SMS, WRM, CPP, RMHD, etc.).
  

2. Learning Program Design & Delivery

• Design, develop, and implement technical, safety, behavioral, and leadership training modules.
  
• Partner with internal SMEs and external institutes (NISST, NSDC, IITs/NITs, etc.) for specialized programs.
  
• Drive digital learning, e-modules, and blended learning solutions for shop-floor and managerial employees.
  

3. Capability Development

• Build structured onboarding & induction programs for Graduate Engineer Trainees (GETs), Diploma Engineer Trainees (DETs), and lateral hires.
  
• Develop career progression-based learning interventions for operators, supervisors, engineers, and managers.
  
• Lead initiatives for leadership development, succession readiness, and future skills (AI, automation, Industry 4.0).
  

4. Compliance & Certifications

• Ensure compliance with statutory and safety training as per the

  Factories Act, Mines Act, and ISO standards.

• Manage skill certification programs under NCVT/NSDC and other regulatory bodies.
  
• Maintain training records and support audits (ISO, OHSAS, environmental, customer).
  

5. Performance & Effectiveness Measurement

• Implement Kirkpatrick/ROI models to measure training effectiveness.
  
• Track training hours/employee, skill matrix completion, and post-training application at the workplace.
  
• Submit periodic reports and dashboards to HR Head & Management.
  

6. Culture & Engagement

• Promote a continuous learning culture across the plant.
  
• Drive knowledge-sharing platforms, toolbox talks, and shop-floor learning sessions.
  
• Support HRBP in Employee Engagement initiatives linked with capability building.
  

Key Skills & Competencies

• Strong knowledge of technical training requirements in a Steel Plant environment.
  
• Excellent facilitation, presentation, and communication skills.
  
• Experience with LMS (Learning Management Systems) and digital learning platforms.
  
• Strong project management and stakeholder management capabilities.
  
• Analytical mindset for measuring training impact and ROI.
  

Qualifications & Experience

• Education:

  MBA/PGDM in HR / Training & Development / Organizational Behavior; Certification in Instructional Design / OD preferred.

• Experience:

  8–12 years in Learning & Development, with at least 3–5 years in heavy industry/manufacturing/steel sector.

• Technical Knowledge:

  Familiarity with steel plant processes (Coke Oven, DRI, Blast Furnace, SMS, WRM, Power Plant) preferred.

• Systems:

  Proficiency in MS Office, HRIS, and LMS tools.

Key Performance Indicators (KPIs)

• Training Hours per Employee (THPE).
  
• % Coverage of Annual Training Calendar vs. Plan.
  
• Skill Matrix completion & improvement index.
  
• % Compliance to Statutory Training Requirements.
  
• Post-training effectiveness score (Kirkpatrick Levels 1–3).
  
• Leadership pipeline readiness.
  

Growth Path

Manager – L&D Senior Manager – L&D / HRBP AGM/DGM – HR