Great Learning - Manager - Learning & Development (5-7 yrs)

Job Summary:

We are seeking an experienced and dynamic Learning & Development (L&D) Manager with expertise in upskilling and behavioral training to lead content creation, design, and execution of training programs. This role requires a strategic and hands-on approach to developing programs that improve employees' technical skills, foster behavioral change, and drive performance. The ideal candidate will possess strong leadership skills, a deep understanding of behavioral training principles, and experience in creating engaging learning content.

Key Responsibilities:

L&D Strategy & Planning:

1. Collaborate with business leaders and HR to assess current skill gaps and future upskilling needs within the organization.

2. Develop and implement training strategies that focus on both technical upskilling and behavioral transformation to drive individual and organizational success.

3. Design learning initiatives that address specific performance improvement and behavioral development goals.

4. Content Creation for Upskilling & Behavioral Training:

5. Lead the creation of training programs that focus on upskilling employees in relevant technical areas and fostering behavioral competencies (e.g., leadership, communication, emotional intelligence, conflict resolution).

6. Work with subject matter experts (SMEs) to develop content that is both practical and engaging, ensuring that technical skills are updated while also focusing on behavior-driven learning.

7. Create blended learning programs (eLearning, instructor-led, virtual workshops, self-paced learning) that address diverse learning styles and preferences.

Execution & Delivery of Training:

1. Deliver upskilling and behavioral training sessions across various formats (in-person, virtual, hybrid), ensuring clarity and relevance of content.

2. Use a mix of instructional techniques (e.g., role-playing, case studies, simulations) to engage learners and drive real-world behavioral changes.

3. Facilitate discussions, coaching, and feedback sessions to reinforce behavioral learning and foster continuous improvement.

Behavioral Training Integration:

1. Focus on building programs that encourage positive behavioral shifts, such as leadership development, team collaboration, adaptability, and managing change.

2. Integrate methods for reinforcing behavior change post-training, including follow-up resources, action plans, and peer support systems.

3. Partner with senior leadership to ensure the organization's culture and values are embedded within training programs.

Learning Technologies & Platforms:

1. Manage and optimize the use of Learning Management Systems (LMS) and other platforms to deliver and track upskilling and behavioral training initiatives.

2. Use data analytics to monitor program participation and learning progress, adjusting content delivery based on feedback and outcomes.

3. Stay up-to-date on new learning technologies and tools that can enhance the effectiveness of behavioral and upskilling training.

Measurement & Impact Evaluation:

1. Define and track key performance indicators (KPIs) for both technical upskilling and behavioral outcomes.

2. Collect feedback and assess training effectiveness through surveys, interviews, and performance metrics.

3. Use data to refine training content, ensuring programs are impactful, relevant, and drive both skill enhancement and desired behavioral changes.

Leadership & Collaboration:

1. Lead a team of L&D professionals focused on content creation, training delivery, and learner support.

2. Collaborate with cross-functional teams to ensure upskilling and behavioral training programs are aligned with business goals and organizational culture.

3. Mentor and support team members to help them grow their capabilities in delivering behavior-based and skill-building programs.

Continuous Improvement:

1. Research the latest trends in upskilling methodologies, leadership development, and behavior science to continually improve the quality and impact of L&D programs.

2. Drive innovation within the L&D function by testing new approaches, such as gamification or microlearning, to reinforce behavioral changes and skill development.

Qualifications:

1. Master's degree in Human Resources, Education, Psychology, Business, or related field (Master's preferred).

2. 5+ years of experience in Learning & Development.

3. Proven experience in designing and delivering upskilling programs that enhance technical and functional skills.

4. Strong expertise in behavioral training and change management principles (e.g., emotional intelligence, communication, leadership, adaptability).

5. Proficient in content creation tools (e.g., Articulate, Adobe Captivate, Camtasia) and Learning Management Systems (LMS).

6. Excellent communication, presentation, and facilitation skills, with the ability to engage employees at all levels.

7. Experience with data analytics and performance metrics to evaluate training impact and business outcomes.

8. Strong project management skills and ability to prioritize multiple training initiatives.