Job Description

Role Title: Manager - Learning & Talent Development

Purpose of role: To own and deliver learning and talent development across M&S; India, building role-based capability and leadership pipelines through integrated learning, assessment and manager-led development. The role ensures consistent execution of mandatory, functional and leadership learning, supported by strong governance, digital adoption and measurable capability outcomes.

Scope of the role: Responsible for learning operations and talent development programmes across Stores, DC, Customer Service Centre and Support Centre, ensuring scalable capability building, disciplined execution and measurable impact through data-led interventions.

Key Accountabilities, Responsibilities And Measures

Learning Strategy, Delivery & Governance

- Own the annual learning plan and delivery calendar aligned to business priorities and role capability needs.
- Drive delivery and governance of mandatory, compliance, induction, functional and leadership learning across the organisation.
- Own LMS (MyLearning) adoption, ensuring effective use for nominations, tracking, certifications and reporting.
- Curate and localise content using global/plc solutions, internal expertise and external partners to deliver scalable, blended learning.
- Establish periodic learning governance with business, HRBPs and Regional Training Managers to review progress, risks and impact.

Capability Building & Manager-Led Learning

- Create and implement updated onboarding program to ensure smooth integration of new hires, ensuring cultural assimilation.
- Adapt/design and implement role-based learning to strengthen frontline capability, customer experience and operational delivery.
- Drive manager-led learning by enabling Store Managers/team leads and leaders to own capability building for their teams.
- Lead Train-the-Trainer programmes, certification standards and trainer/coach capability development.




- Embed learning into business rhythms through partnership with HRBPs and business leaders.
- Govern store learning execution through Regional Training Managers, coaches and certified trainers.

Talent Development & Capability Pipeline

- Identify capability gaps and talent risks for critical roles and translate them into targeted development interventions.
- Design and run assessment and development centres for key talent pools and leadership pipeline roles.
- Enable HRBPs and line managers to translate assessment insights into structured development plans.
- Support talent reviews, succession readiness and development pathways for critical roles.
- Track and improve development effectiveness using dashboards, insights and continuous improvement actions.

Measures of Success

- Mandatory completion within timelines; LMS adoption and completion; learning calendar adherence; attendance metrics; learning metrics (completion, effectiveness); audit readiness.
- TTT targets met; trainer certification and utilisation; manager-led learning adoption; learner effectiveness and on-the-job application.
- Development centres implemented; completion of development plans; talent metrics (succession coverage, % of open positions filled internally).
- Track learning impact beyond completion, including internal pool readiness and performance improvement.

Ways of Working, Governance & Effectiveness

- Ensure on-time delivery discipline with quality and consistency across all learning interventions.
- Use data and insights to continuously improve learning effectiveness and business relevance.
- Manage vendors, platforms and budgets to deliver quality,



compliance and value-for-money outcomes.
- Proactively identify improvements and implement solutions to enhance capability outcomes.

Key Relationships & Stakeholders

- People Partners (Stores & Support Centre)
- Leadership team, Function Managers, Regional Managers, Store Managers and coaches
- HR Tech / Digital teams (LMS governance and analytics)
- Internal SMEs, External learning, assessment and content partners
- M&S; International COEs and communities of practice, where applicable

Key Skills

- Learning & Capability Delivery – Ability to translate business needs into scalable, role-based learning solutions.
- Talent Development & Assessment – Experience designing and running assessment/development centres and structured development plans.
- Learning Operations & LMS – Strong governance of LMS, compliance training and learning analytics.
- Manager Capability Building – Ability to enable leaders to coach & develop teams through a manager-led model.
- Stakeholder Influence – Builds alignment and drive action through effective partnerships.
- Data & Insight Orientation – Uses metrics and insights to improve effectiveness and business impact.
- Execution Excellence – Solid programme management, governance and delivery in a fast-paced environment.

Qualifications & Experience

Qualification

- Graduation / Post Graduation in HR, Learning, Psychology, Business Management or related discipline.

Experience

- 8–12 years in Learning & Development, Capability Building and/or Talent Development.
- Experience delivering frontline and leadership capability programmes at scale.
- Strong exposure to LMS-driven learning operations and mandatory training governance.
- Hands-on experience in assessment/development centres and talent initiatives.
- Proven ability to work with business leaders to drive adoption and outcomes.
- Vendor and programme management experience.

📌 Manager - Learning & Talent Development (Gurugram)
🏢 Marks and Spencer Reliance India Private
📍 Gurugram