Program Management & L&D Analytics

• MBA / PGDM in Human Resources, Learning Development, Organizational Development, or equivalent.
• Certification in Instructional Design, Coaching, OD, Psychometrics, or Leadership Development preferred.

• 1015 years of HR/LD experience.
• Minimum 57 years of experience in Learning Organization Development.
• Experience in leadership development, competency frameworks, talent development, and capability-building initiatives.
• Experience in pharmaceutical, healthcare, manufacturing, or FMCG organizations preferred.

• Stakeholder Management
• Impact Influence
• Learning Agility
• Innovation
• Collaboration

• Conduct Training Needs Analysis (TNA) through competency assessments, business reviews, and stakeholder consultations.
• Design capability-building journeys for employees, managers, functional leaders, and senior leadership.
• Establish learning governance, learning calendars, and capability-building roadmaps.

• Lead leadership development programs across frontline managers, managers, and senior leaders.
• Create learning interventions around coaching, feedback, strategic thinking, decision-making, change leadership, and people management.
• Manage succession development, HiPo development, and leadership pipeline initiatives.

• Drive competency framework implementation and integration into talent processes.
• Map learning interventions to behavioral, functional, and leadership competencies.
• Support assessment centers, development centers, and individual development planning (IDP).

• Design engaging instructor-led, virtual, digital, and blended learning programs.
• Curate internal and external learning content and learning resources.
• Facilitate key leadership and managerial development workshops when required.

• Manage Learning Management Systems (LMS) and digital learning platforms.
• Drive adoption of e-learning, micro-learning, social learning, and AI-enabled learning solutions.
• Monitor learning analytics and learner engagement metrics.

• Partner with business leaders, HR Business Partners, and functional heads to identify capability gaps.
• Manage external training partners, consultants, faculty, and learning vendors.
• Ensure quality, effectiveness, and cost optimization of learning interventions.

• Establish learning KPIs and ROI measurement frameworks.
• Evaluate program effectiveness through assessments, feedback, behaviour change indicators, and business impact metrics.
• Present periodic capability-building dashboards and insights to leadership.

• Support key OD interventions including culture transformation, engagement, change management, and organization capability initiatives.
• Contribute to talent reviews, succession planning, and workforce capability assessments.

• Learning plan implementation (% completion)
• Training coverage and participation rates
• Learning effectiveness scores
• Leadership pipeline readiness
• Competency gap closure
• Internal trainer development
• LMS utilization and digital learning adoption
• Stakeholder satisfaction scores
• Learning ROI and business impact measures

Disclaimer: This job posting has been aggregated from external source. Role details, content, and availability are subject to change. Applicants are advised to confirm the latest information directly on the company website before applying.