Head of Learning and Development

Head of Learning and Development

Job Description

Function and level

Learning and Development | Senior Leadership.

Base location

Kolkata, West Bengal.

Business context

Manufacturing, Steel and Building Materials.

Experience

Minimum 18 years overall, including at least 5 years in a lead position.

Mandatory exposure

Performance Management System (PMS).

Role coverage

Corporate, manufacturing plants and business teams; travel to units as required.

About SRMB Group

SRMB Group is a Kolkata based steel and construction materials business with a legacy beginning in 1951. Its manufacturing portfolio includes TMT reinforcement bars, structural steel, hollow sections, galvanised sections and steel roofing products. SRMB Srijan Private Limited is an integrated primary steel producer, and the company reports annual turnover exceeding INR 2,500 crore. With a focus on product quality, technology and responsible manufacturing, SRMB serves retail and institutional construction markets through its manufacturing capabilities and distribution network.

Role Purpose

Lead the organisation’s learning and capability development agenda across manufacturing operations, sales and corporate functions. Build an effective L&D function that strengthens technical skills, managerial effectiveness and leadership readiness. Use PMS findings, competency assessments and business priorities to address capability gaps and deliver measurable improvements in workplace performance. Lead change management, culture transformation and organisation development (OD) initiatives that improve collaboration, employee adoption and organisational effectiveness.

Essential Candidate Requirements

• Minimum 18 years of overall professional experience, with substantial experience in learning and development, capability building or talent development in manufacturing, steel or building materials industries.
• At least 5 years in a lead position, with responsibility for L&D strategy, teams, budgets and programmes across plants or business functions.
• Hands-on PMS exposure is mandatory, covering goal setting, KRA and KPI alignment, performance reviews, appraisal calibration and development planning.
• A stable career record is essential. Frequent company changes will not be acceptable. Employment tenure, reasons for movement and sustained results will be reviewed during selection.

Key Leadership Responsibilities

Learning Strategy and Business Alignment

• Develop the L&D strategy, annual learning plan and budget in consultation with the CHRO, business leaders and plant heads.
• Translate business goals, skill assessments and training needs analysis into programmes with clear outcomes, priorities and delivery timelines.

Manufacturing and Technical Capability

• Build competency and skill matrices for plant roles in partnership with production, maintenance, quality and EHS leaders.
• Develop training for operators, supervisors and managers on process discipline, safety, quality, productivity and continuous improvement; involve technical experts in content and skill validation.

Leadership Development and Succession

• Design development journeys for emerging leaders, managers and senior leaders using coaching, mentoring, assessments and action learning.
• Support high potential identification and succession planning; track individual development plans and readiness for critical roles.

Performance Management System

• Partner with HR to strengthen the PMS cycle, including goal setting, KRA and KPI alignment, review discussions and appraisal calibration.
• Train managers in objective assessment, feedback and coaching. Convert performance and competency gaps into development plans and monitor follow-through.

Sales and Corporate Capability

• Partner with sales and functional leaders to build product knowledge, channel management, customer service, negotiation and functional capability.
• Create role specific learning paths for new joiners, transfers and promotions, with practical assessment and manager reinforcement.

Learning Design and Delivery

• Develop classroom, digital and workplace learning suited to different employee groups, using relevant languages and practical examples.
• Build an internal trainer network and assess external providers for quality, industry relevance and value; ensure consistent programme standards.

Digital Learning and Governance

• Manage LMS and HRMS learning workflows, content, attendance, assessments and records, working with HR and IT as required.
• Maintain learning policies, training documentation and audit readiness; protect employee assessment and performance information.

Team Leadership and Business Impact

• Lead and develop the L&D team, coordinate plant learning resources and manage programme budgets and vendor performance.
• Report capability progress and learning effectiveness to leadership. Evaluate skill application and business outcomes with operating managers, beyond attendance alone.