Manager-Learning and Development

1. ROLE PURPOSE & OBJECTIVE

The Manager- Learning and Development is responsible for improving the productivity of the organization''s employees. This position assesses company-wide developmental needs to drive learning initiatives and identifies and arranges suitable training solutions for employees. This position actively searches, creatively designs and implements effective methods to educate, enhance performance and recognize performance.

1. SIZE OF THE ROLE

FINANCIAL SIZE

NON-FINANCIAL SIZE

• Budgets 12-40 Crs

• 5-10 Vendors
• Digital Learning Platform
• 16000-20000 Employees(evaluated based on organization growth

1. KEY DUTIES & RESPONSIBILITIES OF THE ROLE

Business/ Financials

• Developing and implementing learning strategies and programs that are aligned with the organization??s objectives
• Conduct needs analysis exercises annually and at a program level to customize all interventions to the need of the stakeholder
• Connect frequently with various business leaders in order to understand the specific department level challenges
• Primary contact for anyone with questions or queries regarding training and development plans
• Develops training and development programs and objectives for the business and program specific
• Develops the budgets and drives adherence to it
• Oversee and manage all mandatory and drive completion of compliance trainings in a timely and cost effective manner
• Identify, evaluate and work closely with the Procurement Teams to onboard quality vendors
• Manage the management trainee program, ensuring overall acclimatization of the trainees

Customer (Both Internal & External)

• Key point of contact for the regional learning and development teams to clarify questions on launch of new programs and feedback
• Design and deploy frequent feedback mechanisms in the form of online surveys, phone calls, informal forums
• Review feedback and service concerns based on inputs from the Service Quality Teams
• Develop and maintain strong & effective working relationships with colleagues across the business and external training providers

Internal Process

• Evaluate and report on the success of development plans, ROI and effectiveness of training and development activities
• Track and report budgeted spend vs. actuals and raise deviations
• Create process notes for various learning interventions
• Track the learning component in the overall HR Scorecard and advise ways to improve if necessary
• Report data for various governance and regulatory requirements on a timely basis the Risk and Compliance teams

Innovation & Learning

• Obtains and /or develops effective training materials utilizing a variety of media.
• Research and integrate new modalities of training
• Identify digital solutions that will help in creating personalized learning experiences for learners
• Stay updated on various new technologies and optimized use of LMS
• Network with peers in the industries to identify and embrace best practices

1. MINIMUM REQUIREMENTS OF KNOWLEDGE & SKILLS

Educational

Qualifications

• Post graduate with an HR specialization or experience managing L&D in the previous role

Experience(Years and Core Experience Type)

• 8-10 year experience with core L&D experience in a managerial role for at least 3-4 years.

Certifications

• Instructional Design
• Any Digital Learning tool preferred but not compulsory

Functional Skills

• MS Excel and PowerPoint
• Training delivery

Behavioral Skills

• Conflict Handling
• Time Management
• Multi-tasking
• Negotiation Skills
• Collaboration

Competencies

• Influencing
• Managing Relationships
• Driving Execution
• Driving Innovation
• Continuous Learning
• Planning and Organizing
• Coaching and Developing Others

1. KEY INTERACTIONS

INTERNAL

EXTERNAL

• Business, Control and Support Functions

• Vendors
• Industry Experts
• Regulatory Bodies
• Auditors