L&D Manager

Learning & Development Manager GCC (Capability Development) role:

Job Title: Learning & Development Manager GCC (Capability Development)

Location: Global Capability Center (GCC)

Department: Human Resources / Talent & Capability Development

Reports To: Head of HR / Head of Talent Management

Job Summary

The Learning & Development (L&D) Manager GCC will lead the design, implementation, and continuous enhancement of capability development initiatives across the Global Capability Center. The role is responsible for building future-ready capabilities, strengthening functional and leadership competencies, and driving learning interventions aligned with business priorities and organizational growth objectives. The incumbent will partner with business leaders and HR teams to create a culture of continuous learning and performance excellence.

Key Responsibilities

Capability Development Strategy

• Develop and execute a comprehensive capability development strategy aligned with GCC and enterprise objectives.

• Identify current and future capability requirements through workforce planning, business priorities, and skill-gap analysis.

• Build competency frameworks for technical, functional, behavioral, and leadership capabilities.

• Establish capability roadmaps for critical roles and talent segments.

Learning Program Design & Delivery

• Design and implement learning journeys across onboarding, technical capability building, leadership development, and professional skills.

• Curate and deploy blended learning solutions including instructor-led, virtual, e-learning, and experiential learning programs.

• Collaborate with internal SMEs and external learning partners for content creation and delivery.

• Ensure learning content remains relevant, scalable, and aligned to evolving business needs.

Stakeholder Management

• Partner with business leaders to understand capability needs and translate them into actionable learning solutions.

• Work closely with HR Business Partners and functional leaders to embed learning priorities into talent strategies.

• Influence senior stakeholders to drive a learning culture across the GCC.

Learning Operations & Governance

• Manage the annual learning calendar and capability development budget.

• Drive utilization and effectiveness of learning systems and platforms (LMS/LXP).

• Establish governance processes, metrics, and reporting mechanisms for learning initiatives.

Performance & Impact Measurement

• Define and track KPIs including participation, completion rates, learning effectiveness, capability improvement, and ROI.

• Evaluate program effectiveness using learner feedback, assessments, business outcomes, and performance indicators.

• Generate insights and recommend improvements based on data analytics.

Leadership & Talent Development

• Support succession planning and high-potential talent development initiatives.

• Build leadership pipelines through structured development programs and interventions.

• Drive mentoring, coaching, and knowledge-sharing initiatives.

Qualifications & Experience

• Bachelors degree in Human Resources, Business Administration, Psychology, Organizational Development, or related field.

• Masters degree/MBA preferred.

• 812+ years of experience in Learning & Development, Talent Development, or Capability Building roles.

• Experience working in a Global Capability Center (GCC), shared services, or multinational organization preferred.

• Demonstrated experience in designing and executing enterprise-wide capability development programs.

Skills & Competencies

• Capability development and competency framework design

• Learning strategy and instructional design

• Stakeholder management and business partnering

• Learning analytics and ROI measurement

• Leadership development

• Project and change management

• Strong communication and influencing skills

• Knowledge of LMS/LXP platforms and digital learning ecosystems

Success Measures

• Improvement in critical capability readiness across functions

• Increased learning adoption and engagement

• Reduction in identified skill gaps

• Leadership pipeline readiness

• Positive business impact and measurable learning ROI