JOB DESCRIPTION

Job Title

Manager Learning & Development

Work Location - Mumbai

Experience Overall - 8 - 10 years with a minimum

5 years in Learning & Leadership

Development role.

Core job information

- The Manager Learning & Development will be responsible for designing, delivering, and managing learning interventions that enhance employee capability and support organizational growth.
- The role requires an experienced learning professional who can identify capability gaps, develop impactful learning solutions, facilitate engaging training programs, and manage end-to-end execution of leadership, behavioral, functional, and technical learning initiative.
- The incumbent will work closely with business leaders and HR teams to build a high-performance learning culture and ensure effective implementation of the organization ,learning strategy.

IDEAL PROFILE

Educational Qualification

Essential: MBA / PGDM in HR, Learning & ; Development, Organizational Development, Psychology or related discipline.

Preferred: Relevant certifications in Learning &; Development, Instructional Design, Facilitation Skills will be an added advantage.

Work Experience Required (In yrs.)

- 8 - 10 years of experience in Learning & ; Development.
- Proven experience in training design, content development, and facilitation.
- Experience in managing end-to-end learning programs across multiple business functions.
- Experience in manufacturing, metals, engineering, infrastructure, in a medium or large corporate organizations will be preferred.

Main Duties and Responsibilities of the Role

Capability Building

- Partner with business stakeholders to identify capability gaps and recommend appropriate learning interventions.
- Support leadership development, succession planning, and talent development initiatives.
- Facilitate competency-based development programs.
- Promote a culture of continuous learning across the organization. Build succession-oriented development programs for senior and high-potential leaders.

Stakeholder Management





- Collaborate with HR Business Partners and business leaders to understand learning requirements.
- Build strong relationships with internal stakeholders and external learning partners.
- Ensure timely communication and high participant satisfaction for all learning initiatives.

Learning Technology

- Manage Learning Management Systems (LMS/LXP) and digital learning platforms.
- Track learner engagement, completion status, certifications, and learning analytics.
- Support digitization of learning content and implementation of e-learning initiatives.

Training Design & ; Content Development

- Design instructor-led, blended, and digital learning programs aligned to business needs.
- Develop training curricula, facilitator guides, participant workbooks, presentations, assessments, and learning resources.
- Customize learning content for leadership, behavioral, functional, and technical capability-building programs.
- Leverage adult learning principles and instructional design methodologies to create engaging learning experiences.

Learning Program Management

- Manage the complete training lifecycle from training needs identification to program evaluation.
- Prepare annual and quarterly learning calendars.
- Coordinate with business leaders, external trainers, and internal faculty for seamless program

execution.

- Manage logistics, budgets, participant nominations, communication, and program administration.
- Monitor training attendance, completion rates, learning hours, and program effectiveness.
- Prepare dashboards, MIS reports, and learning analytics for leadership review.

Training Delivery & ; Facilitation

- Facilitate classroom and virtual training programs across employee levels.




- Deliver behavioral, leadership and other organizational capability programs.
- Facilitate induction and onboarding programs for new employees.
- Create highly interactive learning environments using experiential learning techniques, simulations, case studies, role plays, and group activities.
- Evaluate learning effectiveness and continuously improve program quality.

KEY INTERACTIONS External/Internal

With Whom

Brief Description

(Frequency & Nature of

Interaction)

External

Premier Management Institutes (IIMs, ISB, XLRI, etc.)

Executive Education Providers

Leadership Development Consulting Organizations

Internal

Group CHRO / Head Learning & Leadership Development

Business Heads / Functional Heads

HR Business Partners (HRBPs)

Program Participants / Senior Leaders

KEY COMPETENCIES REQUIRED (Technical, Functional & ; Behavioral)

FUNCTIONAL

- Training Needs Analysis (TNA)
- Instructional Design
- Training Facilitation
- Learning Program Management
- Leadership Development
- Learning Effectiveness Measurement
- Learning Management Systems (LMS/LXP)
- Vendor Management
- Learning Analytics and MIS

BEHAVIORAL

- Excellent communication and presentation skills
- Strong facilitation and influencing ability
- High stakeholder management capability
- Strong interpersonal and relationship-building skills
- Planning and execution excellence
- Problem-solving and analytical thinking
- Creativity and innovation in learning design
- Collaboration and teamwork
- Solid ownership and accountability
- Ability to work in a fast-paced business environment

TECHNICAL

- Microsoft PowerPoint, Excel, and Word
- Learning Management Systems (LMS/LXP)
- Google Meet, Gmail and virtual facilitation tools
- AI-enabled learning tools and digital content creation platforms (desirable)

WORKING CONDITIONS (PHYSICAL & ; ENVIRONMENTAL DEMAND)

Corporate Office environment with Head Office as the base location with regular travel to Manufacturing Units

and Mining Sites.

📌 Manager Learning & Development (Mumbai)
🏢 Lloyds Infrastructurenstruction
📍 Mumbai