Sr. Manager - Learning & Development

**Role Purpose

Build and own the Learning & Development function from the ground up - the capability building engine of the company. This role demands awareness about every program in role-wise skill-gap assessment. It is a hands on builder role with organisation-wide influence.

Key Responsibilities

L&D Strategy & Governance

• Define the annual learning calendar, and budget; establish learning governance, vendor partnerships, and outcome reporting to leadership.
• Run role-wise training-needs and skill-gap assessments in partnership with function heads; link every program to the company competency framework rather than a generic course catalogue

Busy Academy & Leadership Development

• Design and launch the Busy Academy - certification framework, curriculum, assessment standards, and certification governance for role-critical skills
• Build the middle-manager and future-leader development pipeline: selection, program design, delivery, and completion tracking.
• Develop and coach an internal trainer/SME network to standard; personally design and coordinate high-stakes sessions to senior audiences.

Learning Platforms & Digital Learning

• Implement and administer the LMS and third-party course platforms; drive license activation, course completion, and a digital-first learning culture.
• Manage blended delivery across instructor-led, digital, and on-the-job formats, adapted to multi-location sales, support, and technology teams.

Learning Effectiveness & Org Capability

• Measure programs at multiple levels - participant feedback, post-training assessment, and on the job effectiveness rated with managers and report learning outcomes, not attendance.
• Reconcile learning data with performance and movement data to demonstrate capability ROI to leadership.

AI-Ready Workforce & Adoption

• Embed role-specific AI fluency into all learning pathways and the organizational Academy by making the effective use of AI tools a core, teachable, and measurable competency across every function.

Candidate Profile

• 6-8 years of total experience in learning & development, capability building, or talent development
• Demonstrated builder track record: has set up at least one structured capability program from scratch - a corporate academy, certification track, graduate/leadership pipeline, or the L&D function itself - and can evidence the outcomes it produced.
• Hands-on with competency frameworks and training-needs analysis; has translated role requirements into skill gaps, learning paths, and assessment criteria.
• Strong grounding in learning measurement - Kirkpatrick or equivalent - comfortable evidencing behaviour change and business impact to senior leadership

Good to have

• Certifications in instructional design, facilitation, psychometrics, or coaching (CIPD/ATD-type programs, certified assessor or coach credentials).
• Exposure to succession planning, IDP frameworks, talent-review processes, or building trainer/SME networks.
• Experience using AI tools for content creation, personalised learning paths, or assessment.
• In-house content development capability and experience training sales or customer-facing teams**