: Senior Manager / AGM – Learning & Development

Function: Human Resources | Learning & Organization Development (L&OD;)

Reporting To: Head – Learning & Organization Development

Location: Corporate Office, Pune

Job Purpose: To design, drive, and institutionalize enterprise-wide learning, leadership development, capability-building, and organizational effectiveness initiatives that enable business growth, strengthen leadership pipelines, and build future-ready capabilities across the organization.

Qualifications & Experience

Education

- MBA / PGDM in Human Resources, Learning & Development, Organizational Development, or equivalent.
- Certification in Instructional Design, Coaching, OD, Psychometrics, or Leadership Development preferred.

Experience

- 10–15 years of HR/L&D; experience.
- Minimum 5–7 years of experience in Learning & Organization Development.
- Experience in leadership development, competency frameworks, talent development, and capability-building initiatives.
- Experience in pharmaceutical, healthcare, manufacturing, or FMCG organizations preferred.

Behavioural Competencies

- Stakeholder Management
- Impact & Influence
- Learning Agility
- Innovation
- Collaboration

Success Profile A successful incumbent creates a solid learning culture, strengthens leadership pipelines, embeds capability development into business processes, and ensures measurable business impact from all learning investments.

Key Responsibilities:

1. Learning Strategy & Capability Building

- Conduct Training Needs Analysis (TNA) through competency assessments, business reviews,



and stakeholder consultations.
- Design capability-building journeys for employees, managers, functional leaders, and senior leadership.
- Establish learning governance, learning calendars, and capability-building roadmaps.

2. Leadership Development

- Lead leadership development programs across frontline managers, managers, and senior leaders.
- Create learning interventions around coaching, feedback, strategic thinking, decision-making, change leadership, and people management.
- Manage succession development, HiPo development, and leadership pipeline initiatives.

3. Competency Management

- Drive competency framework implementation and integration into talent processes.
- Map learning interventions to behavioral, functional, and leadership competencies.
- Support assessment centers, development centers, and individual development planning (IDP).

4. Learning Design & Delivery

- Design engaging instructor-led, virtual, digital, and blended learning programs.
- Curate internal and external learning content and learning resources.
- Facilitate key leadership and managerial development workshops when required.

5. Learning Technology & Digital Learning





- Manage Learning Management Systems (LMS) and digital learning platforms.
- Drive adoption of e-learning, micro-learning, social learning, and AI-enabled learning solutions.
- Monitor learning analytics and learner engagement metrics.

6. Vendor & Stakeholder Management

- Partner with business leaders, HR Business Partners, and functional heads to identify capability gaps.
- Manage external training partners, consultants, faculty, and learning vendors.
- Ensure quality, effectiveness, and cost optimization of learning interventions.

7. Learning Effectiveness & Impact Measurement

- Establish learning KPIs and ROI measurement frameworks.
- Evaluate program effectiveness through assessments, feedback, behaviour change indicators, and business impact metrics.
- Present periodic capability-building dashboards and insights to leadership.

8. Organizational Development Support

- Support key OD interventions including culture transformation, engagement, change management, and organization capability initiatives.
- Contribute to talent reviews, succession planning, and workforce capability assessments.

Key Performance Indicators (KPIs)

- Learning plan implementation (% completion)
- Training coverage and participation rates
- Learning effectiveness scores
- Leadership pipeline readiness
- Competency gap closure
- Internal trainer development
- LMS utilization and digital learning adoption
- Stakeholder satisfaction scores
- Learning ROI and business impact measures

📌 Senior Manager / AGM – Learning & Development (Maharashtra)
🏢 Emcure Pharmaceuticals
📍 Maharashtra