Basic Details:

Fill the required information about business, unit, location, position, reports to position and date of updation of JD

Business

Aditya Birla Capital

Unit

Aditya Birla Fice Ltd.

Location

Mumbai

Poornata Position Number of the job

Reports to: Poornata Position Number

Poornata Position Title of the job (30 characters max)

RTMRetail Business

Reports to: Poornata Position Title

Zonal Training Manager Retail Business

Function

HR

Reports to: Function

HR

Department

HR

Reports to: Department

HR

Designation of the Employee

Regional Training Manager Retail

Designation of the Manager

Zonal Training Manager Retail Business

Date of writing/updation of JD

12 April 2024

1) Job Purpose:

Write the purpose for which the job exists (in 23 lines)

( Max 1325 Characters)

To execute learning activities planned as per the learning architecture for the assigned region through ensuring effective training delivery, post program goverce, and close engagement with regional business teams to measure and ensure business impact. Person will need to manage learning activities for all businesses in the region as required and also maintain training data. Manage stakeholder relationships at regional level and drive impact on identified business metrics through joint interventions and productivity initiatives. Maintain close connect with the FLS/FLM workforce, capture relevant feedback and areas of concern and communicate the same back to HO through regular interactions, coordinate with regional / zonal HR SPOCs to ensure all training related as well as nontraining related employee issues are addressed effectively and promptly. Ensure onfield shadowing activities to consistently maintain detailed understanding of business environment and challenges faced by the sales and nonsales teams.

2) Dimensions:

Mention quantitative or qualitative parameters that are relevant for the job and provide a better understanding of the scope and scale of the job.

Business Workforce Number
(Max 254 Characters)

Poornata:

~6500 (Current)

~8000 (Projected FY25)

Non Poornata + External:

~850 (Current)

~1500 (Projected FY25)

Unit Workforce Number
(Max 254 Characters)

Poornata:

~6500 (Current)

~8000 (Projected FY25)

Non Poornata + External:

~850 (Current)

~1500 (Projected FY25)

Function Workforce Number
(Max 254 Characters)

HR:

~125 (Current)

~140 (Projected FY25

Regional Workforce Number
(Max 254 Characters)

~ 500 (Current)

~ 600 (Projected FY25)

Department workforce No

~ Functional Training Team

17 (Current)

31 (Projected)

Other Quantitative and Important Parameters for the job: Budgets/ Volumes/No. of Products/Geography/ Markets/ Customers or any other parameter

- Combined Book size (AUM) of INR 106, 000+ Cr (as on 31 March 2024)
- Projected Combined Book Size (AUM) for FY24 of INR 140, 000 Cr
- Total approved budget of 3. 75 Cr
- Sales workforce spread over ~400 locations, targeting growth to 500+ locations by FY25
- Count of Training Sessions: ~700
- Count of Training PersonDays: ~6000+ (excluding ELM)
- Key Parameters
- Training delivery and maintaining monthly training data for all functional training sessions
- Accountable for Sales Productivity and Retention
- Sales
- Skill building sessions delivery and maintaining data
- Enabling Customer Experience through Employee Skills enhancement
- Process: FTR, Compliance , Systems adoption

3) Job Context Major Challenges: Write the specific aspects of the job that provide a challenge (internal and external) to the jobholder in the context of the Business / Unit / Function / Department / Section ( (Max 3975 Characters)

Organization Context:



Aditya Birla Capital is one of India s largest nonBank ficial conglomerates comprising of businesses ranging from Life Insurance, Health Insurance, Asset Management, Broking, NBFC and Housing Fice, among others.

Business Context: Pivoting from its legacy of largely corporateoriented lending, ABFL has been growing its retail franchise and footprint strongly in last few years. With a combined book size of 106000 Cr. ; retail franchise through its diversified secured and unsecured loan offerings and omni channel business platform the organisation is poised to grow to next level Over the last 5 years the organization has grown from a headcount of 350 to more than 6000, driven largely by launch of new lines of retail fice business and expansion of branch network. ABFL has seen a large growth especially with its pivot to new credit segments and the geographical expansion to emerging markets in tier 3 and 4 locations. With a strong focus on portfolio quality and profitability, ABFL s Retail Sales businesses seek to leverage higher employee productivity and team productivity as competitive advantages. Over last 5 years, the Retail business portfolio has grown from being 30% of total AUM to 65% of total AUM of ABFL and as such, as assumed a much higher strategic importance for the BU and for ABC as a whole.

3 Key challenges for the role:

1. Implementing the training architecture and modulating training activities in response to regional requirements and specifications and some central initiatives
2. Building stake holder alignment to achieve higher levels of engagement productivity for respective region
3. Influence without authority to bring about a culture of learning discipline and create business impact on field

4) Key Result Areas: Write the key results expected from the job and the supporting actions for each of these key result areas (For a majority of jobs typically there could be 4 7 key result areas) Maximum 10 KRAs can be updated

Key Result Areas ( Max 1325 Characters)

Supporting Actions ( Max 1325 Characters)

Delivery and Impact metrics of LD Architecture for the Region

- Provide inputs and support in designing and development of training architecture basis people insights, market insights, challenges opportunities specific to assigned region
- Closely work with regional leads to design, plan and execute region specific training needs
- Identify impact metrics and track the same jointly with the regional/zonal leadership
- Share joint accountability for business metrics along with Sales leadership
- Maintain strong interaction with sales hierarchy for respective region to ensure implementation of learning initiatives and their follow up activities

- Create awareness and drive usage of various sales tools aids, leading to a disciplined learning environment and improved productivity

Managing Training Delivery

- Deliver and implement variety of interventions basis architecture, and specific productivity initiatives
- Deliver flagship/regional training programs for critical audiences and drive business impact with followup
- Maintain discipline of using standardized content and ensure that predefined processes are followed
- Drive adoption and usage of elearning programs, online assessment / knowledge management system
- Maintain regular feedback interaction from regional leaders and take corrective actions




- Cater to region specific learning needs that may emerge from local challenges and opportunities
- Product and Process Induction for current hires joining the system, in addition to Accelerate/Prarambh
- Implement and review the process of calendars participation dashboards
- Compile and funnel all training data within timelines to the central team for upload

Training Effectiveness

- Maintain primary effectiveness metric as the predefined vector and amplitude of business impact
- Collect and Review feedback of training on quality norms of delivery and content to improvise on the Training modules and ensure regional flavor
- Facilitate in creating and driving a monitoring system to assess change in participants post training and related impact on performance and business
- Train and mobilize internal Subject Matter Experts to leverage their experience and also to facilitate dispersal of tacit knowledge

Knowledge Management Framework Online Assessment System

- Drive adoption and usage of KMS and Online Assessment System across the assigned zone, and collate feedback for improvement

Learning Technology and HR / ABCU initiatives

- Work closely with business and branch influencers to propagate usage of new learning tools and crosssell enablers at ABFL / ABC / ABG
- Act as the first point of contact for resolving learning tech / systems issues
- Collaborate intensively with the HRBP team to drive employee engagement and central HR initiatives
- Deliver ABCU skill development trainings (in addition to own calendar) as a shared ABC learning resource, and drive ABCU agenda and periodic initiatives

5) Job Purpose of Direct Reports: Describe the job purpose of the direct report/s to the job (in 23 lines for each report)

NA

6) Relationships: Describe the nature and purpose of most important contacts or relationship (except superior/team members) with individuals, departments, organizations inside and outside of the organization, that job is required to interact with in order to deliver the job objectives Relationship Type ( Max 80 Characters) Frequency Nature ( Max 1325 Characters)

Internal

Products Process Teams

Monthly

Inputs on Products, Content

Regional Business Leadership teams

Weekly

Engage on needs of the business, provide update on the ongoing productivity interventions and seek feedback

Functional Heads

Need based

Provide update on regionspecific learning activity and seek feedback

Regional/Zonal HR Team

Need based

For driving learning initiatives, communication and ensuring compliance by business teams on activities

External

Vendors / Institutes

Weekly / Monthly

Support NTMRetail in identifying and entering into projectbased tie ups with vendors / institutes and organizations

HR Professional Forums

Ongoing

Keep abreast with best practices, industry trends and potential challenges to talent retention and engagement

7) Organizational Relationships: Provide the structure for a level above and below the position for which this job description is written. Use position titles in the structured and indicate all the reports of the position.

HeadHR

Head Functional Training and Productivity

National Training Manager Retail

Zonal Training Manager Retail

Regional Training Manager Retail

SIGNOFF: Provide the name of the Manager and the jobholder. Signature needed for the hard copy of the JD. Hard copy to be maintained in the organizational record.

Job Holder

Reports to Manager

Name

Signature (needed for the hard copy)

Disclaimer : This job posting has been aggregated from external source. Role details, content, and availability are subject to change. Applicants are advised to confirm the latest information directly on the company website before applying.

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