Sr. AVP / AVP - Learning & Development 8-14 Years experience ONLY

Job Description Senior AVP/ AVP Learning & Development Location: Bellandur, Bengaluru

Work Model: Hybrid

Experience: 8 12 Years

Function: Learning & Development / Talent Development

Level: Senior AVP / AVP

About The Role We are looking for a seasoned Learning & Development professional to lead and drive the L&D agenda for a fast-growing Global Capability Centre (GCC) of a leading global financial services and asset management organization.

The role will be responsible for designing and executing a comprehensive learning strategy aligned with business priorities, building critical capabilities across the organization, and developing programs that strengthen leadership, functional, behavioural and future-ready skills.

The ideal candidate will bring strong experience in L&D strategy, leadership development, capability building, learning governance and stakeholder management , preferably within a complex corporate, financial services, professional services or GCC environment.

Key Responsibilities L&D Strategy & Capability Building

• Develop and execute the annual Learning & Development strategy aligned with business and talent priorities.
• Partner with business leaders and HR leadership to identify current and future capability requirements.
• Build structured capability development frameworks across functional, behavioral, leadership and future skills.
• Drive organization-wide learning interventions that support business growth, transformation and talent retention.
• Develop learning roadmaps for critical talent segments, high-potential employees and emerging leaders.

Leadership & Talent Development

• Design and deliver leadership development programs across various levels of the organization.
• Build interventions focused on first-time managers, people managers, senior leaders and succession pipelines.
• Partner with Talent Management / HRBPs on high-potential and succession development initiatives.
• Drive programs around executive presence, people leadership, strategic thinking, change leadership and collaboration.

Learning Programs & Execution

• Own the end-to-end lifecycle of learning programs needs assessment, design, content development, implementation and impact measurement.
• Evaluate and deploy a mix of instructor-led, virtual, digital and experiential learning solutions.
• Develop and manage relationships with external learning partners, consultants, coaches and training providers.
• Leverage technology, digital learning platforms, AI-enabled learning solutions and modern learning methodologies to enhance learner experience.
• Ensure learning programs are scalable and relevant to a diverse GCC workforce.

Business & Stakeholder Partnership

• Act as a strategic L&D partner to business leaders, HRBPs and functional heads.
• Conduct regular capability discussions with stakeholders and translate business challenges into actionable learning interventions.
• Influence senior stakeholders and drive adoption of learning initiatives across the organization.
• Build strong partnerships with global HR / L&D teams and ensure alignment with enterprise-wide talent priorities.

Learning Analytics & Governance

• Establish appropriate L&D metrics, dashboards and governance mechanisms to track program effectiveness and business impact.
• Monitor learning participation, capability development, employee engagement and learning outcomes.
• Use data and insights to continuously improve learning programs and investment decisions.
• Manage L&D budgets, vendor governance and program effectiveness.

Innovation & Future Skills

• Identify emerging capability requirements driven by AI, automation, digital transformation and evolving business models.
• Introduce innovative learning formats and technology-enabled development solutions.
• Build a culture of continuous learning and encourage self-directed development across the organization.
• Benchmark external best practices and bring relevant global L&D trends into the organization.

Key Requirements

• 8 12 years of experience in Learning & Development, Talent Development, Leadership Development or a closely related HR COE.
• Strong experience in designing and implementing enterprise / organization-wide L&D programs.
• Proven experience partnering with senior business stakeholders and leadership teams.
• Strong exposure to leadership development, capability building and talent development initiatives.
• Experience working in a GCC, multinational, financial services, asset management, consulting or other complex corporate environment would be preferred.
• Strong understanding of adult learning principles, instructional design and modern learning methodologies.
• Experience managing external L&D vendors, consultants and learning partners.
• Strong analytical and program management capabilities, with the ability to measure learning effectiveness and business impact.
• Excellent communication, presentation, influencing and stakeholder management skills.
• Comfortable working in a fast-paced, high-growth and globally connected environment.
• Exposure to LMS, digital learning platforms, AI-enabled learning and learning analytics will be an advantage.

Ideal Candidate Profile The ideal candidate is a strategic yet hands-on L&D leader who can operate effectively between business strategy and execution.

You Should Be Someone Who Can

• Think beyond training and build business-led capability strategies.
• Engage confidently with senior stakeholders and business leaders.
• Translate business requirements into impactful learning solutions.
• Build scalable leadership and functional capability programs.
• Bring a strong external perspective on modern L&D practices.
• Balance strategic thinking with strong execution and program ownership.