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Purpose The Learning & Development (L&D;) Manager is responsible for designing, implementing, and managing employee learning, training, leadership development, and capability-building initiatives across the organization. The role focuses on enhancing workforce skills, improving employee performance, supporting career development, and aligning learning strategies with organizational goals.

Scope The Learning & Development (L&D;) Manager is responsible for designing, implementing, and managing employee learning, training, and development initiatives that enhance workforce capability, improve performance, and support organizational growth.

Key Responsibilities

- Identify organizational, departmental, and individual training needs.
- Conduct skill gap assessments and competency mapping.
- Collaborate with department heads to develop annual training plans.

- Design and implement learning and development strategies.
- Develop technical, behavioral, functional, and leadership training programs.
- Create employee development roadmaps aligned with business objectives.

- Conduct induction and onboarding training programs.
- Facilitate soft skills, leadership, and managerial development sessions.
- Coordinate external trainers, consultants, and training vendors.

- Manage Learning Management Systems (LMS) and training records.

Key Result Areas (KRAs) & Key Performance Indicators (KPIs)

KRA

KPI

Identify organizational, departmental, and individual training needs through assessments and performance reviews.





Training Delivery & Effectiveness

Develop and implement annual learning and development plans aligned with business objectives.

Capability Development & Skill Enhancement

Design, develop, and update training modules, learning materials, SOPs, and competency frameworks.

Learning Compliance & Completion

Conduct induction, behavioral, functional, leadership, and compliance training programs effectively.

Leadership & Succession Development

Enhance employee competencies, productivity, and growth opportunities through structured learning initiatives.

Budget Management & ROI

Create succession planning and leadership development programs for high-potential employees.

Stakeholder Satisfaction

Qualifications & Experience

- Bachelor's Degree in Human Resources, Business Administration, Psychology, Education, or related field.
- MBA/PGDM in HR or Organizational Development preferred.

- Certifications in Learning & Development, Training, Coaching, or Talent Development are an added advantage.

- 6–10 years of experience in Learning & Development, Talent Management, or HR.
- Minimum 3 years of experience in a managerial role.
- Experience in designing and delivering corporate training programs.

Screening Questions

Please describe your experience in Learning & Development and the industries you have worked in.

1. What training needs analysis (TNA) methods have you used to identify learning requirements?
2. How do you design and implement an annual training calendar?

📌 Manager – Learning and Development, Corporate office, Lucknow (Mumbai)
🏢 Talent Leads Consultants
📍 Mumbai