Walk-in || Learning And Development Specialist

Role & responsibilities

Strategic and Planning

• Work closely with Head - Learning and Development to implement Learning & Development strategy at regional level, in line with the long-term strategic priorities of the organization.
• Identify and assess future and current training needs in consultation with line managers (mandatory training, technical, domain, behavioral training).
• Consolidate data from job analysis, performance appraisals in consultation with Business/ Department Heads to understand and analyze various training needs pertaining in the region and assist in proposing a learning solution.
• Carry out & oversee skills analysis, training need analysis to prioritize training needs and initiatives.
• Develop curriculum and plan annual initiatives & training programs to be conducted in the region in discussion with senior management.

Coordination

• Prepare and communicate the training calendar and ensure all the training activities are delivered as per the training calendar.
• Implement targeted training and development programs to bridge skill gaps in staff and enhance the efficiency and effectiveness of the workforce.
• Coordinate & Conduct seminars, workshops, individual training sessions online and offline.
• Coordinate training programs for senior leaders at regions in the organization.
• Coordinate the execution of On the Job Training in the respective region of the Group.

Functional Responsibilities

• Create content, e-learning, and other training materials based on the inputs shared by the stakeholders that will impact behaviour.
• Ensure that content and context of all materials are relevant for business needs.
• Assist in researching new techniques and best practices within industry and beyond, for possible inclusion into existing training processes.
• Report infrastructure and resources required for the success of the training programs to senior management.
• Submit training budget reports to senior leadership along with track budget spend versus plan and take corrective actions as required.
• Ensure that the learning experience is consistent with the organization's strategy and vision.
• Work with subject matter experts on designing training content and delivery.
• Plan roll out of programs including timelines, target audience and location.
• Negotiate with external vendors for training solutions and allocate the budget appropriately.
• Maintain a keen understanding of learning & development trends, developments and best practices to evaluate training programs for improving or changing existing methods and techniques.

Feedback and MIS

Take feedback on training programs through various assessments and communicate to Senior Management on the same.

• Prepare and maintain reports of training to track its efficacy and communicate the outcome with the senior management.
• Monitor employee performance and response to training.
• Maintain a tracker and update training MIS.