Role & responsibilities

Identify present and future skill and competency requirements of the

organization in consultation with CXOs

• Collaborate with HODs, line and functional managers to identify training

needs (both technical and behavioral) of employees at the beginning of

the FY.

• Conceptualize, design, develop programs to cover the business/individual

learning needs and design comprehensive training plan.

• Create annual training calendar basis the training plan. Coordinate and

execute programs and ensure 100% completion of training plans during

the FY.

Elevate, First time managers, AAAE and other programs with focus on

specific target groups. Conceptualize, design and develop programs for

mid-level managers as a part of succession planning.

• Internal Development Plans: Support in developing and driving IDPs for

successors as a part of succession planning.

• GET/MT Programs: Customize GET and MT Programs to Airport/DIAL

business needs/competency requirements and drive to closure, follow-up

by ensuring impactful content design and delivery.

• Induction Programs: Spearhead Induction Program for all new joiners at

all levels to ensure smooth handholding of new joiners. Spearhead SLT

Induction Program (including GMR Darshan) for all new joiners in LC &

above category.

• Coaching and Mentoring Initiatives: Drive coaching & mentoring

initiatives for select incumbents thereby partnering in their career growth.

Preferred candidate profile

Program Management

• Technical Competency Dictionary: Develop technical competency

dictionary and refresh wherever applicable. Develop a methodology to

assess incumbents and identify gaps. Develop specific programs as a

part of annual TNI process. Run gap assessment and design programs

for matching technical competency requirements.

• Subject Management Experts: Identify and expand internal SME base.

Run feedback assessment of SMEs, Implement reward system for SMEs

to make it attractive. Focus on utilizing internal SMEs for most programs.

Develop train the trainer program and implement the same.

• External Partners: Identify and expand external agencies for specific

training interventions. Evaluate on delivery, run impact assessment and

effectiveness of agency. Evaluate external learning partners engagement

framework & Manage Partnership agreements. Ensuring adherence of

Procurement process in collaboration with Shared Service Centre

• Learning Content Management: Develop a repository of training content

from SMEs (Internal/External) and create a database for further

development, KM Portal, etc.

• E-Learning Content: Design, conceptualize and develop e-learning

content, state of the art online training modules in relevant areas for faster

delivery and reach. Administer to specified audience and ensure

completion.

• Training Effectiveness: Create and execute ROI/Effective measures.

Automate and measure training effectives of all programs. Target

Kirkpatrick Level 3. Take necessary steps to address gaps basis the

training effectiveness analysis.

• Training Policy: Develop and manage training policy for the business

and ensure governance.

Perks and benefits

Training Budget of 1 Cr Plus

Training of 1600 direct employees, 5000 plus stakeholder employees

• External Training Agencies, 30+ SMEs

MBA in HR from Premier Institute

6-10 years experience post MBA (Prefer Learning and Development expertise)

• Experience in Learning and Development in large Corporate/Business entities