Manager Senior Manager Learning & Organizational Development

Position: Manager / Senior Manager Learning & Organizational

Development (L&OD)

Location: Hyderabad

Function: Learning & Development / Organizational Development

Industry: US Healthcare / Revenue Cycle Management (RCM)

Experience: 10–15 Years

Role Overview:

We are looking for an experienced Manager / Senior Manager – Learning & Organizational Development to lead the organization's learning, capability-building, and organizational development initiatives.

The role will be responsible for designing and executing the overall L&D strategy, building functional and leadership capabilities, strengthening the learning culture, and ensuring training interventions are aligned with business objectives.

The ideal candidate should have strong experience in Healthcare / US Healthcare / RCM / BPO operations, with a proven track record of managing large-scale learning programs and partnering with senior business leaders.

Key Responsibilities:

Learning & Development Strategy

• Develop and implement the organization's annual Learning & Development strategy aligned with business goals.
• Conduct Training Needs Analysis (TNA) across business functions and identify critical capability gaps.
• Build annual training calendars covering functional, behavioral, leadership, compliance, and soft-skill programs.
• Design scalable learning solutions for large employee populations across locations and shifts.
• Establish a strong learning culture and promote continuous professional development.

Functional & RCM Capability Development

• Partner with Operations leaders to identify functional capability requirements.
• Develop learning programs for US Healthcare RCM processes such as:
  
• Accounts Receivable (AR)
• Denials Management
• Medical Coding
• Payment Posting
• Prior Authorization
• Claims Processing
• Other relevant RCM functions
• Develop role-based learning paths for new hires, existing employees, SMEs, Team Leaders, Managers, and senior leaders.
• Drive upskilling and reskilling initiatives based on business requirements.

Leadership Development

• Design and implement leadership development programs for Team Leaders, Managers, Senior Managers, and future leaders.
• Establish structured leadership development and succession programs.
• Identify high-potential employees and create development plans.
• Develop coaching, mentoring, and manager effectiveness programs.
• Partner with HRBPs and business leaders to strengthen the leadership pipeline.

Training Delivery & Governance

• Lead and manage the L&D team, trainers, facilitators, and external training partners.
• Establish standardized training frameworks, methodologies, and quality benchmarks.
• Ensure effective delivery of classroom, virtual, blended, and digital learning programs.
• Monitor trainer effectiveness and training quality.
• Ensure training programs are delivered within defined timelines and budgets.

Learning Technology & Digital Learning

• Leverage LMS and digital learning platforms to improve learning accessibility and effectiveness.
• Develop and implement e-learning, micro-learning, assessments, and knowledge resources.
• Explore AI-enabled learning solutions and digital tools to improve employee capability.
• Maintain learning content, curriculum, assessments, and training repositories.

Training Effectiveness & Analytics

• Establish clear KPIs to measure training effectiveness and business impact.
• Track metrics such as:
  
• Training completion
• Assessment scores
• Certification rates
• Training effectiveness
• New-hire performance
• Productivity improvement
• Quality improvement
• Attrition/retention impact
• Conduct post-training evaluations and identify opportunities for improvement.
• Present L&D dashboards and insights to senior leadership.

Organizational Development:

• Partner with HRBPs and business leaders on organizational development initiatives.
• Support competency mapping, career development, talent reviews, and succession planning.
• Develop competency frameworks and role-based capability models.
• Drive employee development and internal mobility initiatives.
• Support change-management and organizational transformation programs.
• Develop interventions to improve employee engagement and organizational effectiveness.

Required Experience & Skills:

• 10–15 years of experience in Learning & Development / L&OD, with significant experience in a managerial role.
• Strong experience in Healthcare / US Healthcare / RCM / BPO environments preferred.
• Proven experience managing L&D programs for large employee populations.
• Strong understanding of adult learning principles and instructional design.
• Experience in leadership development, competency development, and talent development.
• Strong experience in Training Needs Analysis and learning program design.
• Experience managing L&D teams and external training partners.
• Strong stakeholder-management skills with the ability to work with senior business leaders.
• Strong analytical skills and experience using L&D metrics to demonstrate business impact.
• Excellent presentation, facilitation, communication, and influencing skills.
• Good understanding of LMS and digital learning platforms.

Preferred Experience

• Experience supporting 1,000+ employees across multiple locations.
• Strong knowledge of US Healthcare RCM processes.
• Experience designing learning academies or structured capability-development programs.
• Experience developing Team Leader/Manager and leadership development frameworks.
• Exposure to competency mapping, career architecture, succession planning, and talent management.
• Experience implementing digital learning, blended learning, and AI-enabled learning solutions.
• Experience managing L&D budgets and external training vendors.

Key Success Measures

• Improved employee capability and business performance through L&D interventions.
• Strong leadership pipeline and improved manager effectiveness.
• Improved new-hire readiness and time-to-productivity.
• Increased training effectiveness and learning adoption.
• Successful implementation of role-based competency frameworks.
• Improved employee engagement and internal career mobility.
• Strong stakeholder satisfaction with L&D services.
• Effective use of learning analytics to demonstrate measurable business impact.