Senior Executive

1. Role Purpose

To support the organization’s capability-building agenda by executing structured training

programs, skill development initiatives, and competency enhancement frameworks across plant and corporate functions. This role ensures that employees across technical and non-technical departments are equipped with the right knowledge, skills, and behaviours required for high performance in a modern, digitally-enabled cement manufacturing environment.

2. Key Responsibility Areas (KRAs)

• Training Needs Identification & Planning:

- Conduct annual and quarterly Training Needs Analysis (TNA) across Production, Quality,

Mines, Maintenance, Logistics, Sales, and HR.

- Map skill gaps to the Cement Competency Framework and prepare L&D calendars aligned

to business priorities.

Training Delivery & Coordination:

- Execute technical, behavioural, statutory, and digital capability training programs.

- Coordinate plant-level learning interventions including safety training, DCS/CCR training,

SAP refreshers, and compliance modules.

L&D Data Management & MIS:

- Maintain learning records and certifications in HRMS/Excel dashboards.

- Generate monthly MIS including participation, training hours, completion rates, and

impact scores.

• Evaluation &ROI Measurement:

- Conduct Level 1–3 evaluations as per the Kirkpatrick model.

- Measure training impact on productivity, safety, quality, and compliance.

• Employee Development Initiatives:

- Support induction, leadership development, HiPo identification, and succession

enablement.

- Drive learning campaigns that promote digital adoption and continuous improvement

culture.

3. Key Performance Indicators (KPIs)

• Annual TNA completion ≥ 95%

• TNA accuracy validated by HODs ≥ 90%

• Training hours per employee per year: 20–30 hours

• Annual training calendar execution ≥ 90%

• Statutory/compliance training completion: 100%

• Training effectiveness score (L1 + L2): ≥ 4.0/5

• Post-training score improvement ≥ 25%

• Induction completion within timeline ≥ 95%

4. Competencies

Core Competencies:

• Communication & Presentation

• Collaboration & Teamwork

• Analytical Thinking & Problem Solving

• Time Management &Organising Skills

• Stakeholder Management

• Continuous Learning Mindset

Functional Competencies:

• Training Needs Analysis

• Facilitation & Program Execution

• Evaluation Models (Kirkpatrick)

• HRMS / LMS Administration

• Basic understanding of cement plant operations

• Vendor Management & Coordination

• MIS & Dashboard Reporting

5. Skills

echnical Skills:

• MS Excel, PowerPoint, HRMS modules

• Understanding of cement plant training requirements

• Knowledge of statutory & safety compliance training

• Ability to design blended learning and micro-learning content

Soft Skills:

• Clear communication & facilitation

• Stakeholder management

• Planning & organising

• Adaptability & agility

• Attention to detail

• Relationship building across plant & corporate functions

6. Qualification &Experience

Educational Qualification:

• Bachelor’s degree in HR, Psychology, Business Administration, or related field.

• Preferred: MBA/PGDM in HR / L&D / OD.

• Certifications in L&D, Instructional Design, HR Analytics (added advantage).

Experience:

• 2–5 years of experience in Learning & Development, preferably in manufacturing.

• Exposure to cement/steel/power/chemical industries is an added advantage.

• Hands-on experience in MIS reporting, LMS/HRMS operations, vendor management, and

training coordination.

Additional Preferences:

• Familiarity with SAP HR / SuccessFactors / Zoho People.

• Ability to understand technical training requirements for Production, Quality, Mines,

Maintenance, and Safety.

• Experience with digital-learning initiatives or e-learning content creation.