Job Description:

• Work closely with Head – Learning and Development to implement Learning & Development strategy at regional level, in line with the long-term strategic priorities of the organization.
• Identify and assess future and current training needs in consultation with line managers (mandatory training, technical, domain, behavioral training).
• Consolidate data from job analysis, performance appraisals in consultation with Business/ Department Heads to understand and analyze various training needs pertaining in the region and assist in proposing a learning solution.
• Carry out & oversee skills analysis, training need analysis to prioritize training needs and initiatives.
• Develop curriculum and plan annual initiatives & training programs to be conducted in the region in discussion with senior management.

Coordination

• Prepare and communicate the training calendar and ensure all the training activities are delivered as per the training calendar.
• Implement targeted training and development programs to bridge skill gaps in staff and enhance the efficiency and effectiveness of the workforce.
• Coordinate & Conduct seminars, workshops, individual training sessions online and offline.
• Coordinate training programs for senior leaders at regions in the organization.
• Coordinate the execution of On the Job Training in the respective region of the Group.

Functional Responsibilities

• Create content, e-learning, and other training materials based on the inputs shared by the stakeholders that will impact behaviour.
• Ensure that content and context of all materials are relevant for business needs.
• Assist in researching new techniques and best practices within industry and beyond, for possible inclusion into existing training processes.
• Report infrastructure and resources required for the success of the training programs to senior management.
• Submit training budget reports to senior leadership along with track budget spend versus plan and take corrective actions as required.
• Ensure that the learning experience is consistent with the organization’s strategy and vision.
• Work with subject matter experts on designing training content and delivery.
• Plan roll out of programs including timelines, target audience and location.
• Negotiate with external vendors for training solutions and allocate the budget appropriately.
• Maintain a keen understanding of learning & development trends, developments and best practices to evaluate training programs for improving or changing existing methods and techniques.