Manager / Sr Manager- Learning & Development, 8 To 12 years exp, Hyd

Job Responsibilities

Responsibility Area: Training

• In consultation with relevant stakeholders, review existing training programs, update and maintain accurate and effective learning content, suggest enhancements and modifications to improve overall effectiveness
• End-to-end: Content creation, planning, delivery and facilitation of training sessions, logistics and vendor management
• Design and implement effective learning opportunities and programs for all levels, as appropriate
• Continually evaluate and improve on training and professional development experience

Responsibility Area: Support to L&D Leadership

• Assist L&D Leadership in design, development and implementation of talent and leadership development concepts and approaches
• Engage with stakeholders to understand their business challenges, identify their training needs, and develop effective learning solutions
• Consult with Function Heads in the development of their team members by reviewing career paths, leadership continuity planning, and role proficiencies

Responsibility Area: Career Path Development

• In coordination with L&D Head, establish a comprehensive career path development and learning program to enable employee growth
• Engage with stakeholders in development and implementation of IDPs for all critical talents, Hi-Po and Fu-Po candidates, whenever & wherever appropriate as per business needs
• Consult with managers in the development of their team members

Responsibility Area: Program Management

• Develop systems and infrastructure for all learning, training, and development programs by establishing standardized methods for delivery, evaluation, measurement, and outcome reporting
• Establish maintain, and report on metrics to measure training effectiveness, utilization, and compliance
• Develop assessments to identify training needs, gaps in curriculum and other learning opportunities that support performance management and organizational initiatives and goals
• Evaluate and determine the effectiveness of current learning methods/systems
• Partner across the organization to assess program development needs that drive the overall organizational strategy, including the creation and administration of new and innovative learning and training solutions
• Design and maintain communication strategies to inform employees of development opportunities, and resources
• Research and develop team and/or cohort learning opportunities
• Sourcing and recommending vendors and other external partners to design, develop, and/or deliver learning