Manager - Learning & Development

Role & responsibilities

1. L&D Strategy & Governance: Develop and implement the annual L&D strategy and learning calendar aligned with business objectives, growth plans, project requirements and organisational capability priorities.

2. Training Needs Analysis & Capability Development: Conduct structured TNA and develop competency frameworks, role-based capability matrices, and functional, technical and behavioural learning interventions in partnership with HRBPs and functional leaders.

3. Leadership, Talent & Management Development: Design and implement leadership development programmes, coaching interventions, Individual Development Plans (IDPs), HiPo development journeys, career development initiatives and critical-talent programmes.

4. Organisational Development & Culture: Drive OD interventions to strengthen organisational culture, core values, collaboration, accountability, employee experience, people management and overall organisational effectiveness.

5. Learning Effectiveness & Digital Learning: Implement mechanisms to evaluate learning effectiveness, behavioural application and business impact; leverage LMS/LXP, digital content and blended learning solutions to enhance learning accessibility and scalability.

6. L&D Operations, Analytics & Strategic Advisory: Manage learning partners, vendors and budgets; develop L&D/OD dashboards and management reports; advise HRBPs and business leaders on people-development priorities, process improvements, best practices and strategic initiatives.

Preferred candidate profile

1. Education: MBA/PGDM in Human Resources, Organisational Development, Learning & Development, or a related discipline.

2.Experience: 1015 years of relevant experience in Learning & Development and Organisational Development, preferably in a large, multi-location organisation; real estate, infrastructure, construction, or other project-driven industries would be an advantage.

3. Strategic Expertise: Proven experience in developing and executing organisation-wide L&D strategies, conducting TNA, designing competency frameworks, and managing annual learning calendars and budgets.

4. Leadership & Talent Development: Strong track record in leadership development, HiPo programmes, succession planning support, IDPs, managerial capability building and culture transformation initiatives.

5. Learning Effectiveness & Analytics: Experience in measuring training effectiveness, evaluating business impact, developing L&D dashboards, and leveraging LMS/LXP and digital learning platforms.

6. Stakeholder Management: Demonstrated ability to partner with senior leadership, HRBPs and functional heads, manage external learning partners, and drive organisation-wide capability-building initiatives.