Sr Manager - Learning & Development

Job Title (Role): Sr. Manager / Manager – L & D

Designation: Sr. Manager / Manager – L & D

Reports To: Head – HR

Department: HR

Section: Learning & Development

Location: Pipavav (Gujarat)

2 - Job Summary and Purpose

To Drive Organizational Performance by designing and executing strategic learning initiatives and development programs. To align L&D strategies with business goals to improve employee skills, engagement, retention, managing budgets and measuring training impact.

3 – Key Responsibilities and Accountabilities

Strategic L&D Planning: Develop and implement comprehensive, long-term L&D strategies that meet organizational goals and enhance capabilities.

Needs Assessment: Conduct Training Needs Analysis (TNA) to identify gaps across departments. To identify Skill gaps through Skill Matrix exercise for technicians.

Learning Plan and its delivery: Designing Learning Plan and Create custom training programs (digital, in-house, or external).

Performance Measurement: Monitor, evaluate, and report on the effectiveness of training initiatives using metrics (MIS reports) to ensure ROI and continuous improvement.

Leadership & Stakeholder Management: Act as a trusted advisor to senior leadership, managing vendor relationships and overseeing the L&D team.

Development Initiatives: Identification of HIPO and talents, designing their Development Plans and review of the progress and evaluation.

Budgeting & Operations: Define, track, and manage the annual L&D budget and training calendar.

4 – Qualifications, Experience and Skills

Preferred Qualifications:

MBA / MHRM / MSW / MLW

Desirable: Diploma in T & D, Certification in Instructional Design preferred.

Mandatory Experience:

9 - 15 years of experience in L & D in large industrial setup.

Functional and Behavioral Competency

Strategic Thinking & Planning: Ability to develop a long-term vision, analyze market trends, and formulate strategies that anticipate customer demands and drive profitable growth.

Financial Literacy & Acumen: Skills in interpreting financial data, forecasting, budgeting, and conducting cost-benefit analyses to make informed business decisions.

Change Management: Planning and implementing organizational changes while minimizing resistance and ensuring smooth transitions.

Industry & Market Knowledge: Deep understanding of competitor landscapes, regulatory environments, and sector-specific developments.

Digital Transformation & Technology Integration: Leveraging modern technologies (AI, data analytics, AI) to innovate and improve business processes.

Learning Technology Proficiency (LMS/LXP): Deep knowledge of Learning Management Systems and gamification to deliver engaging learning.

Budgeting & Vendor Management: Managing L&D budgets, negotiating vendor contracts, and overseeing external training partners.

Leadership Development & Succession Planning: Designing specialized programs for future leaders, mentoring, and facilitating development centers.

Stakeholder Management & Influencing: Collaborating with senior leadership, department heads, and HR business partners to secure buy-in for learning initiatives.

Leadership & People Management: Guiding, coaching, and motivating L&D specialists and team members to achieve learning objectives.

Effective Communication & Facilitation: Articulating learning strategies clearly, delivering engaging training, and facilitating workshops.

Adaptability & Change Management: Flexing strategies to meet changing business needs and fostering a culture of continuous, lifelong learning.

Relationship Building & Collaboration: Building trust across the organization to ensure seamless implementation of training programs.