Learning and Development Manager

Location: Noida – Onsite

Experience: 12+ Years

Industry: IT Services / SaaS / Software

About the Role-

inMorphis is looking for an experienced Manager – Learning & Development to lead

enterprise-wide learning, capability development, competency management, and

organizational development initiatives.

The role will be responsible for building a future-ready workforce by aligning learning

strategy with business objectives, technical capability requirements, certifications,

project readiness, and employee development. Approximately 20% of the role will

focus specifically on designing and driving Behavioural, Managerial, and

Leadership Development Programs across different employee levels.

The ideal candidate should be a strategic L&D professional with strong hands-on

execution experience, capable of translating business skill gaps into measurable

learning interventions and demonstrating impact through learning analytics and

business outcomes.

Key Responsibilities

1. Strategic L&D & Learning Governance

• Develop and execute the annual L&D strategy, training plan, and quarterly

learning calendar aligned with business priorities.

• Conduct Training Needs Identification (TNI/TNA) through business,

competency, performance, and skill-gap analysis.

• Establish learning governance, policies, processes, and standards across the

organization.

• Partner with business leaders, HR, and functional stakeholders to identify

current and future capability requirements.

• Manage learning budgets, vendors, external partners, and cross-functional

learning initiatives.

2. Competency Framework & Capability Development

• Develop, maintain, and govern technical, functional, behavioural, managerial,

and leadership competency frameworks.

• Create role-wise competency matrices and skill-gap assessment

mechanisms.

• Design role-based learning pathways aligned to career levels and job families.

• Drive Individual Development Plans (IDPs) based on competency gaps,

performance needs, career aspirations, and future role requirements.

• Build capability programs for project readiness, interview readiness, resource

deployment, and career progression.

3. Behavioural & Leadership Development – 20% Role Ownership

• Design and drive structured Behavioural, Managerial, and Leadership

Development Programs for employees at different career levels.

• Build learning interventions around areas such as:

o Communication and influencing skills

o Stakeholder management

o Time and priority management

o Performance management

o Feedback and coaching

o People management

o Conflict management

o Emotional intelligence

o Leadership effectiveness

o Strategic thinking and decision-making

• Develop leadership journeys for first-time managers, mid-level managers, and

emerging leaders.

• Partner with business leaders to identify leadership capability gaps and create

targeted interventions.

• Measure program effectiveness through pre/post assessments, behavioural

indicators, manager feedback, and business outcomes.

4. Technical Learning, Certification & ServiceNow Capability

• Drive role-based technical learning and certification programs aligned with

business and project requirements.

• Establish certification roadmaps and monitor certification compliance.

• Identify technical skill gaps and coordinate targeted upskilling/reskilling

programs.

• Support ServiceNow-focused learning and certification initiatives across

relevant technical and functional roles.

• Partner with technical SMEs and business teams to build project-specific

learning modules and bootcamps.

5. Learning Programs & Resource Readiness

• Design and manage onboarding programs, role-based bootcamps, project

readiness programs, and capability-building initiatives.

• Ensure employees achieve defined learning and readiness milestones within

agreed timelines.

• Create learning pathways for both technical and non-technical/behavioural

competencies.

• Drive internal knowledge-sharing, mentoring, coaching, and peer-learning

initiatives.

6. Learning Analytics & Effectiveness

• Define and monitor learning KPIs such as:

o Training completion

o Learning effectiveness

o Assessment scores

o Skill improvement

o Certification success

o Program adoption

o IDP completion

o Leadership program outcomes

• Measure learning impact using Kirkpatrick or equivalent evaluation

methodology.

• Use LMS data, dashboards, surveys, and analytics to identify trends and improve

learning interventions.

• Leverage AI tools for learning content creation, assessments, personalization,

reporting, and L&D operational efficiency.

7. Organizational Development & Stakeholder Management

• Support organizational development and employee capability initiatives.

• Partner with HRBPs, business leaders, managers, and technical teams to drive a

culture of continuous learning.

• Facilitate cross-functional capability-building initiatives and strategic talent

programs.

• Support employee engagement, career development, and talent development

initiatives.