Lead-Learning & Developement

1. Learning & Development

• Engage with managers and HRBPs to identify competency and capability gaps and translate them into appropriate learning interventions.
• Conduct Training Needs Analysis (TNA), consolidate learning requirements and prepare the annual Training Calendar in consultation with HRBPs and business stakeholders.
• Design, implement and facilitate technical, functional and behavioural learning programmes aligned with business and organizational requirements, and partner with HRBPs to integrate and deploy the learning plan across locations in accordance with L&D policies, processes and standards.
• Establish mechanisms to evaluate training effectiveness and measure application of learning.
• Prepare and monitor the L&D budget and provide periodic MIS on learning interventions, expenditure and effectiveness.
• Develop and maintain a centralized repository of learning modules, course content and training material.
• Conduct periodic reviews of L&D deployment across locations and recommend improvement actions.
• Review, develop and recommend amendments to L&D policies, processes and guidelines in line with business requirements and evolving practices, and ensure effective implementation and adherence across locations.
• Maintain dashboards, documentation and MIS on L&D processes, and present periodic reports on programme implementation, effectiveness and key outcomes to management.

2. Induction & Orientation

• Design standardized and customized induction programmes aligned with business and functional requirements.
• Review and continuously improve the onboarding and induction programme based on stakeholder feedback and benchmarking of leading practices.
• Review and recommend updates to the Onboarding & Induction Policy, guidelines and processes, as applicable.
• Partner with Lead-Talent Acquisition and HRBPs to ensure structured induction and orientation of new joiners, including appropriate customization based on the requirements of the role.
• Document and analyze onboarding feedback and recommend actions for continuous improvement.

3. Support Early Career Development and Cadre Building Initiatives

• Own and govern the end-to-end one-year integration and development process for campus trainees, from joining through completion of the traineeship period, including defined milestones, deliverables and review mechanisms.
• Establish and coordinate the annual trainee integration plan covering induction, organizational orientation, functional/technical and behavioural learning, mentoring, business exposure, assignments/projects, periodic reviews and feedback, in coordination with HRBPs, Line Managers, Technical Training SMEs and other stakeholders.
• Monitor trainee progress against the defined integration plan, identify gaps and facilitate timely corrective and development interventions.
• Design and facilitate structured mentoring and other development programmes for Trainees, Laterals and other early-career employees.
• Conduct skills gap analysis in consultation with managers and HRBPs, identify priority development needs and translate findings into appropriate learning interventions and development plans.
• Partner with HRBPs and line managers to deploy identified development interventions, including learning support for employees under PIP.
• Develop and maintain knowledge-sharing mechanisms to facilitate knowledge transfer and continuous learning.