Manager Learning & Development

Roles and Responsibilities

SUCCESSION PLANNING:

• Identification of critical positions
• Conduct a risk assessment based on current and future needs of the positions
• Identify critical competencies for the required positions to guide learning and developmental plans, setting performance expectations and for assessing performance.
• Identification of succession management requirements like, mapping & developing internal talent pool
• Proper documentation of the succession planning for each identified role and devising a mechanism to implement the same with clear timelines and responsibilities.

LEARNING & DEVELOPMENT:

• Prepare L&D strategy in line with HR and Business Strategy, aligning with organizational goals, values, vision, mission and philosophy.
• Conduct training analysis with inputs from business heads, HODs, focused group discussions, questionnaires, feedback, competency analysis, etc
• Prepare a training plan and further make a training calendar based on the requirements.
• Seek necessary approval for rolling out the calendar.
• Prepare annual training budget with emphasis to increase efficiencies in training methodology, faculty effectiveness, facilities etc.
• Undertake a sizeable percentage of programs for measuring level 3 and level 4 evaluations.
• Publish periodical reports to the management team on training activities.
• Ensure Training Quality Management Systems is implemented throughout the learning processes in the plant.
• Explore newer methods of training to match the place and pace of the target audience to take advantage of technology.
• Conduct competency assessment for all categories of employees once in a year

COMPETENCY MANAGEMENT:

• Develop and administer procedures related to company competency management system
• Establish a tracking system and update employee competency information as required
• Oversee the integration of competency changes time to time at organizational level, unit level or job level
• Implement competency-based training and development programs
• Formulate unit wide competency gap analysis and decide on target training investments based on the analysis.
• Submit annual reports on competency analysis

MIS:

• Prepare and document details and data related to employee numbers, attrition, recruitment, periodical reports, performance, attendance, manpower expenses and costing,

Behavioral & managerial Competencies:

• Able to work independently, meet tight deadlines and work under pressure with minimum supervision
• A team player with good interpersonal and communication skills and able to interact with people at all levels.
• Demonstrate professionalism in dealing with external parties.
• Must be trustworthy and able to maintain confidentiality with high level of integrity and commitment.
• Data Management, Data Analysis & Interpretation
• Presentation skills
• Basics of Financial Management
• Planning & Organizing
• Vendor Management

Job Responsibilities:

• Data Analysis & Presentation
• Understanding the needs of multiple stakeholders and present the data accordingly
• Helping the business stakeholders envision the future and how their work will need to change to support the future.
• Identification & Assessment of vendor
• Budgeting of LnD expenses
• Negotiating with vendors & multiple stakeholders.

Desired Candidate Profile

Perks and Benefits

Bus, Canteen facility