Head - Learning and Development

To design, lead, and implement an organization-wide Learning & Development (L&D) strategy that builds current and future capabilities, drives leadership and talent development, and supports business growth through structured, impactful learning interventions.

Key Responsibilities:

L&D Strategy & Capability Building

Develop and drive a comprehensive Learning & Development strategy aligned with organizational goals, business priorities, and future capability requirements.
Conduct Training Needs Analysis (TNA) using competency frameworks, performance reviews, leadership inputs, functional feedback, and business requirements.
Identify critical skill gaps and translate them into targeted learning and development initiatives.
Conceptualize and implement innovative learning solutions including blended learning, leadership programs, mentoring, coaching, self-learning, and external partnerships.

Learning Programs & Content Governance

Oversee the design, development, and deployment of learning programs across formats such as classroom training, workshops, e-learning, and leadership development initiatives.
Ensure creation and maintenance of high-quality, relevant, and scalable learning content aligned to organizational competencies.
Define and govern role-based learning pathways covering functional, behavioral, and leadership competencies.
Partner with internal subject matter experts and external vendors to curate, customize, and standardize learning content.

Leadership Development & Succession Planning

Partner with senior leadership and HR stakeholders to support succession planning and talent reviews.
Design and drive leadership development programs to build a robust internal leadership pipeline.
Integrate succession planning outcomes with learning journeys and leadership development frameworks to ensure readiness for critical roles.

Compliance & Mandatory Training

Ensure effective planning, execution, and tracking of all statutory and mandatory training programs (e.g., POSH, safety, disaster management, policy and regulatory training).
Drive organization-wide awareness, coverage, and compliance with mandatory learning requirements.
Monitor completion rates and ensure audit readiness.

L&D Operations & Budget Management

Prepare, implement, and govern a comprehensive, role-based annual L&D plan.
Drive seamless execution of learning initiatives through strong collaboration with business leaders and cross-functional stakeholders.
Monitor learning effectiveness using feedback, assessments, and impact metrics, and continuously improve learning delivery and methodologies.
Design, standardize, and anchor induction and onboarding learning journeys to enable effective assimilation of new hires.
Establish, streamline, and continuously improve L&D systems, processes, and governance frameworks.
Oversee learning platforms (LMS), reporting mechanisms, and documentation.
Develop, implement and manage the annual training calendar in alignment with organization goals
Manage and optimize the annual Learning & Development budget to ensure cost-effective and high-impact learning solutions.
Track ROI and effectiveness of learning investments.

JOB SPECIFICATION:

(QUALIFICATIONS/KNOWLEDGE/EXPERIENCE)

Education and Experience:

Master's degree in organizational design, Educational or Organizational Psychology, Business Administration (MBA) with a specialization in HR, or any other relevant degree.
Must have at least 12 - 15 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.

Knowledge &

Skills:

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;