Manager - HR (Learning and Organization Development)

Primary Purpose:

The incumbent is responsible for designing, implementing, and overseeing comprehensive learning and development programs within the organization. The incumbent will play a crucial role in fostering a culture of continuous learning, skill development, and employee growth to support organizational objectives. The incumbent will collaborate with key stakeholders to identify training needs, create innovative learning solutions, and measure the effectiveness of development initiatives.

Key Responsibilities:

Strategic Planning:

• Develop and implement a strategic learning and development plan aligned with the organization's goals and objectives.
• Collaborate with senior leadership to understand business needs and align learning initiatives with long-term strategic plans.

Training Needs Analysis:

• Conduct regular needs assessments to identify skill gaps and training requirements across various departments.
• Work closely with department heads and HR to prioritize training needs and develop targeted programs.

Program Design and Delivery:

• Design, develop, and deliver high-impact training programs, both classroom and digital, to address identified needs.
• Leverage various learning modalities and technologies to create engaging and effective learning experiences.

Leadership Development:

• Create and implement leadership development programs to cultivate and enhance leadership capabilities within the organization.
• Provide coaching and mentoring to leaders to support their professional growth.

Learning Technology and Innovation:

• Stay abreast of emerging trends and technologies in learning and development.
• Integrate innovative learning solutions, including e-learning platforms, virtual reality, and other digital tools, to enhance the learning experience.

Performance Measurement and Evaluation:

• Establish key performance indicators (KPIs) to measure the effectiveness of learning programs.
• Conduct regular evaluations and assessments to gather feedback and continuously improve learning initiatives.

Budget Management:

• Develop and manage the learning and development budget, ensuring cost-effective and impactful training solutions.
• Evaluate and select external training vendors when necessary.

Collaboration and Communication:

• Collaborate with cross-functional teams, HR, and department heads to ensure alignment of learning initiatives with overall organizational goals.
• Communicate regularly with stakeholders to promote awareness of available learning opportunities.

Compliance and Quality Assurance:

• Ensure that all training programs comply with relevant laws, regulations, and industry standards.
• Implement quality assurance measures to maintain high standards of learning content and delivery.

Key Interactions:

Internal:

• Ability to: Co-ordinate with functional department heads.
• Ability to: Collate data from cross functional teams and present it to businesses.

External:

• Negotiates with vendors for sourcing skill-based training which is not available in the organization.
• Negotiates for purchasing equipment, hardware required for the learning and development setup.

Qualification:

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field. Master's degree is a plus.

Competencies Required for the role:

• Proven experience in learning and development, with a minimum of 10+ years.
• Strong understanding of learning principles, instructional design, and training methodologies.
• Excellent communication and interpersonal skills.
• Demonstrated ability to think strategically and implement innovative learning solutions.
• Familiarity with learning management systems (LMS) and other learning technologies.
• Strong project management skills and the ability to manage multiple initiatives simultaneously.
• Certification in training and development (e.g., CPLP, CPTM) is desirable.