GM/DGM- L&D - Learning and Development

Interested candidates may share their resume at [email protected];

[email protected] and [email protected]

Job Title: Learning & Development (L&D)

Industry: Manufacturing

Department: Human Resources Learning & Development

Job Summary

Learning & Development role is responsible for designing, implementing, and managing learning initiatives that enhance employee capability across manufacturing plants, sales, corporate functions, and leadership teams. The role focuses on building technical, behavioral, functional, and leadership competencies aligned with business objectives while fostering a culture of continuous learning and operational excellence.

Key Responsibilities

• Develop and execute the organization's annual Learning & Development strategy in alignment with business goals.
• Conduct Training Needs Analysis (TNA) across manufacturing, sales, supply chain, engineering, quality, and corporate functions.
• Design competency-based learning frameworks for various employee levels.
• Plan and implement induction and onboarding programs for new employees.
• Develop technical training modules related to manufacturing processes, quality systems, safety, electrical products, and operational excellence.
• Drive behavioral and leadership development programs for supervisors, managers, and senior leaders.
• Coordinate external trainers, consultants, and learning partners for specialized programs.
• Manage Learning Management System (LMS) activities, learning records, and digital learning initiatives.
• Measure training effectiveness using feedback, assessments, productivity improvements, and ROI metrics.
• Partner with business leaders to identify capability gaps and succession development needs.
• Support talent management initiatives including competency mapping, career development, and leadership pipeline programs.
• Ensure compliance with statutory and mandatory training requirements, including safety and environmental regulations.
• Promote a culture of continuous improvement through knowledge-sharing sessions, Kaizen, Lean Manufacturing, Six Sigma, and best practices.
• Manage the annual L&D budget and optimize training investments.
• Prepare MIS reports, dashboards, and training analytics for management review.
• Benchmark L&D practices against industry standards and recommend improvements.

Key Result Areas (KRAs)

• Annual training plan execution
• Training man-days delivered
• Training effectiveness scores
• Competency improvement across functions
• Leadership development pipeline
• Employee engagement in learning initiatives
• Mandatory compliance training completion
• LMS adoption and utilization
• Reduction in skill gaps
• Learning ROI and business impact