Senior Learning and Development Manager

Job Summary

The Senior Learning and Development Manager is a top talent development leader responsible for architecting and executing the comprehensive L&D strategy for the entire organization. This strategic role is responsible for building a skilled, high-performing, and engaged workforce to support our company's growth. As a key partner to the executive team, you will be responsible for leading a team to design and deliver a full spectrum of learning programs—from leadership development to technical and professional skills training—that directly align with our business objectives and foster a nationwide culture of continuous learning.

Duties and Responsibilities

KEY ACCOUNTABILITY

Corporate Learning and Development Strategy

·Develop, own, and execute the complete L&D strategy for the entire company, based on a thorough annual Training Needs Analysis (TNA) conducted in partnership with senior business leaders.

·Design a comprehensive, company-wide learning curriculum that addresses key corporate priorities, including leadership pipelines, functional excellence, and cultural development.

·Act as the primary L&D advisor and strategic partner to the executive leadership team.

Program Design, Curation, and Delivery

·Lead the design, development, and curation of innovative and impactful training programs for all employees, utilizing a blended learning approach (e.g., instructor-led workshops, e-learning, coaching, and on-the-job training).

·Oversee the delivery of all training programs nationwide, ensuring a high standard of facilitation and participant experience.

·Personally facilitate high-level leadership development and strategic workshops as required.

Team Leadership and Management

·Lead, mentor, and develop a national team of L&D specialists, trainers, and coordinators.

·Foster a culture of excellence, creativity, and strong business partnership within the L&D team.

·Manage the team's workload and ensure the effective execution of the annual training calendar.

Performance, Impact Measurement, and Budget Management

·Establish and manage a robust framework to measure the effectiveness and business impact (ROI) of all training initiatives.

·Develop and manage the annual L&D budget for the entire organization, ensuring optimal allocation of resources.

·Prepare and present regular reports on L&D performance and strategic impact to executive leadership.

Vendor and Stakeholder Management

·Oversee the selection and management of external training providers, consultants, and learning technology vendors.

·Build strong, collaborative relationships with department heads across the organization to ensure L&D initiatives are relevant and value-adding.

Technical Competencies and Skills

•Proven ability to develop and execute a high-level, corporate-wide learning strategy that drives business results. •Expertise in modern instructional design methodologies and adult learning principles across various formats (classroom, virtual, e-learning). •Ability to lead, mentor

Education, Trainings and Licenses Required

•Bachelor’s degree in human resources, Psychology, Education, or a related field. A Master’s degree is a strong advantage. •Professional certifications in training, coaching, or instructional design (e.g., CPTD) are highly desirable. •A minimum of 10-12+ years of progressive experience in Learning & Development, Training, or Organizational Development. •At least 5 years in a significant managerial capacity

Originally posted on Himalayas