Learning & Development - Head

Role & responsibilities

1. Learning Strategy and Framework Development

• Design and implement a comprehensive Learning and Development (L&D) strategy aligned with the organizations business objectives and talent roadmap.
• Develop frameworks for competency development, leadership capability, and career progression across functions and levels.
• Ensure integration of learning initiatives with succession planning, performance management, and talent development programs.

2. Capability Building and Talent Development

• Identify future skill requirements and develop interventions that build functional, behavioral, and leadership capabilities.
• Create structured programs for high-potential employees, emerging leaders, and critical roles to support business continuity and growth.
• Foster a learning culture through innovative initiatives such as learning weeks, communities of practice, and knowledge-sharing platforms.

3. Learning Governance and Policy

• Establish L&D policies, processes, and governance frameworks to ensure consistency and effectiveness of all learning programs.
• Define clear measurement parameters and KPIs for evaluating the impact and ROI of learning interventions.
• Maintain governance over content quality, learning budgets, and vendor performance.

4. Learning Technology and Infrastructure

• Oversee the implementation and optimization of Learning Management Systems (LMS) and digital learning platforms.
• Evaluate and adopt emerging learning technologies and digital tools to enhance accessibility, engagement, and scalability of learning initiatives.
• Ensure effective data management and analytics for learning dashboards and reporting.

5. Stakeholder Collaboration and Business Partnership

• Collaborate closely with senior leadership, business heads, and HR teams to identify capability priorities and align learning programs accordingly.
• Act as a strategic advisor to management on learning-related decisions and talent capability planning.
• Build strong partnerships with external training vendors, consultants, and academic institutions to bring in best-in-class learning solutions.

6. Measurement, Analytics, and Continuous Improvement

• Develop and implement robust evaluation methodologies to measure the effectiveness and impact of learning programs.
• Leverage data and analytics to provide insights on learning trends, participation, and capability development outcomes.
• Continuously review and refine learning strategies based on feedback, performance results, and evolving business needs.

7. Team Leadership and Development

• Lead and mentor the L&D team to ensure delivery excellence and alignment with organizational goals.
• Foster an environment of innovation, collaboration, and accountability within the team.
• Drive professional development for the L&D function through continuous upskilling and exposure to emerging learning trends.