Learning and Development Lead

Job Summary

The Learning & Development (L&D) Lead will serve as the strategic driver and operational anchor for continuous learning, capability building, and workforce transformation across the enterprise. This role is responsible for driving the overall L&D roadmap, championing organizational AI enablement, establishing an internal learning academy, and cultivating an organic, self-driven learning culture.

Navigating a dynamic, multi-entity environment with diverse talent profiles and business models (shared services, staffing, outsourcing, RPO), the L&D Lead will design scalable competency frameworks, manage digital learning platforms, and align capability-building interventions directly with strategic business outcomes.

Key Responsibilities & Essential Functions

1. Strategic L&D Leadership & Corporate Academy Creation

• Establish & Scale Corporate Academy: Lead the blueprinting, launch, and continuous enhancement of an internal Corporate Academy to serve as the central hub for learning, leadership development, and capability building across all business units.
• Multi-Entity L&D Governance: Formulate and execute scalable L&D strategies tailored to the unique business models, operational needs, client requirements, and diverse workforce profiles across different business entities.
• Learning Culture Transformation: Shift organizational learning from a mandatory compliance exercise into an organic, employee-led culture focused on continuous growth, curiosity, and internal mobility.

2. Championing AI Enablement & Digital Learning

• Organization-Wide AI Enablement: Serve as the primary advocate and facilitator for enterprise AI adoption, designing programs that build generative AI literacy, tool fluency, and practical AI application across all functional areas.
• AI Integration in L&D: Leverage AI and generative AI tools to streamline instructional design, personalize learning pathways, automate skills-gap analysis, and optimize assessments.
• Digital Learning Platforms: Oversee enterprise learning platforms (e.g., Coursera for Business, LinkedIn Learning, Udemy Business, LMS) and drive high adoption and engagement rates across all teams.

3. Skills Benchmarking & Competency Frameworks

• Competency Baselining: Initiate and lead enterprise-wide competency baselining and skills benchmarking to accurately establish baseline capabilities, identify future skill requirements, and map critical capability gaps.
• Training Needs Analysis (TNA): Conduct structured TNAs across individuals, operational units, client accounts, and entities to design targeted upskilling and reskilling interventions.
• Career Pathways & Mobility: Align competency frameworks with clear career progression pathways to support employee retention and internal talent mobility.

4. Program Design, Onboarding & Execution

• End-to-End Curriculum Design: Oversee the end-to-end development of technical, functional, behavioral, operational, and leadership development programs.
• Onboarding & Integration: Design and continuously optimize high-impact new-hire orientation and onboarding experiences to accelerate time-to-productivity for all workforce segments.
• Instructional Assets: Oversee the production of standardized facilitator guides, digital learning modules, micro-learning assets, and practical knowledge checks.

5. Operations, Team Leadership & Impact Analytics

• People & Trainer Leadership: Lead, coach, and elevate a team of trainers, facilitators, learning specialists, and internal subject-matter experts (SMEs).
• Measurement & Analytics: Establish L&D metrics and dashboards using measurement methodologies (e.g., Kirkpatrick model) to track completion, engagement, knowledge retention, and business ROI.
• Vendor & Budget Management: Manage L&D operational budgets, external training providers, vendor partnerships, and certification bodies.
• Compliance & Governance: Ensure all learning programs adhere to statutory requirements, internal policies, and client-specific service level agreements (SLAs).

Qualifications & Competencies

Education & Experience

• Education: Bachelor’s degree in Human Resources, Psychology, Organizational Development, Business Administration, Education, or a related field.
• Experience: 5–8+ years of experience in Learning & Development, Organizational Development, or Talent Building, with at least 3+ years in a team lead or managerial capacity.
• Industry Background: Proven track record in multi-entity environments, BPO, shared services, staffing, RPO, or outsourcing handling diverse, high-volume workforce populations.

Technical & Functional Capabilities

• Proven track record in building or scaling enterprise learning academies or corporate universities.
• Deep experience with competency framework development, skill benchmarking, and modern TNA methodologies.
• Strong familiarity with enterprise LMS platforms, digital learning solutions (Coursera, LinkedIn Learning, Udemy, etc.), and virtual training tools.
• Practical knowledge of Generative AI tools and their application in driving workplace productivity and learning delivery.

Soft Skills & Leadership Competencies

• Culture Builder: Ability to inspire and create grass-roots enthusiasm for self-driven learning across all organizational levels.
• Multi-Entity Adaptability: Strong executive presence and agility to work with stakeholders and business leaders across varied business units and operational groups.
• Strategic Thinking & Execution: Ability to translate business objectives into actionable, scalable, and measurable learning interventions.
• Communication & Facilitation: Outstanding facilitation, presentation, stakeholder management, and change leadership skills.