Role: AVP – Head of Consulting (Learning & Capability Development)

Location: Pune

Reporting Line:

Reports to: SVP – Head of Learning & Capability Development (HOD)

Role Purpose The AVP – Head of Consulting is the single point owner of enterprise‑wide learning and capability solutioning at TresVista.

The role exists to ensure that:

- Every learning or capability request is diagnosed correctly
- The real problems (not symptoms) are identified and prioritized
- High‑quality, outcome‑driven solutions are designed
- Learning & Development functions as a consulting partner to the business, not an order‑taking support function

This role owns thinking, solutioning, and consulting output across the enterprise.

This is a hands‑on, individual contributor role. The AVP personally leads:

- Problem diagnosis
- Consulting rigor
- Solution design
- Stakeholder alignment

The role is supported by:
- A lean supporting team member
- Extensive use of AI tools to accelerate analysis, insight generation, synthesis, and quality of output

Core Responsibilities

1. Enterprise‑Wide Consulting & Problem Ownership

- Act as the primary consulting interface for all learning and capability needs across TresVista
- Convert incoming requests into:
- Clear problem statements
- Diagnosed root causes
- Prioritized capability needs

- Ensure L&D; never works on symptoms without understanding the underlying issue
- Push back, reframe, and challenge requests when required—always in service of outcomes

2. End‑to‑End Solution Design & Ownership

- Own solutioning for L&D; initiatives end‑to‑end:
- From discovery and diagnosis
- To final solution recommendation and advisory sign‑off

- Integrate inputs from:

- Senior Managers across Org Dev, Functional Training, NHT, etc.
- Business and functional Subject Matter Experts
- External experts, where required

- Ensure every solution is:

- Strongly aligned to business context
- Practical and implementable
- Scalable across teams and geographies
- Clearly outcome‑oriented and measurable

3. Consulting Quality & Thinking Standards





- Set and enforce a high consulting bar across all L&D; work
- Ensure consistency in:
- Problem framing
- Solution logic
- Outcome articulation

- Eliminate fragmentation, duplication, and inconsistent solution approaches across service lines
- Drive clarity over optionality - business receives one well‑thought‑out recommendation, not multiple confusing choices

4. Orchestration Across Service Lines

- Work closely with Senior Managers who independently own their functional domains
- Orchestrate cross‑domain thinking where capability problems cut across multiple areas
- Enable collaboration without diluting domain ownership or authority
- Act as the integrator when enterprise capability problems require joined‑up thinking

5. Execution‑Ready Handover (Without Owning Execution)

- Ensure all solutions handed over for execution are:
- Clearly scoped
- Outcome‑defined
- Deployment‑ready
- Measurable

- Stay available post‑handover to clarify intent, guide execution teams, and course‑correct when required
- Own solution quality until execution begins—without managing execution itself

6. Ongoing Visibility & Communication

- Maintain a consolidated, enterprise‑wide view of all L&D; consulting work
- Provide structured updates to:
- SVP – Head of L&D;
- HR Leadership

- Cadence:

- Monthly: One consolidated consulting update (themes, progress, risks, priorities)
- Quarterly: Deep‑dive capability reviews at functional or business level, where required

Explicit Non‑Responsibilities The AVP – Head of Consulting does not:

- Manage training execution, logistics, or calendars
- Own LMS platforms, facilitation, or vendor coordination
- Build or source content
- Replace Senior Managers in their domain ownership

This role exists purely to think, diagnose,



solve, integrate, and advise.

Time Allocation (Expected)

- 70–75%
- Enterprise consulting
- Solution design
- Problem diagnosis
- Cross‑domain orchestration

- 25–30%

- Stakeholder alignment
- Quality reviews
- Communication, synthesis, and executive updates

What Success Looks Like

- Business leaders receive clear, confident solutions, not confusion or rework
- Senior Managers deliver sharper, higher‑quality domain solutions
- Execution teams receive clean, structured, deployment‑ready plans
- Repeat, reactive, and low‑value interventions reduce meaningfully over time
- L&D; is consistently viewed as a trusted problem‑solving partner

Education, Certifications & Experience

Education

- Strong academic background required
- Bachelors/Master’s degree preferred in:
- Business Administration
- Organizational Psychology
- Human Capital / Learning & Development

Certifications (Preferred)

- Consulting, Org Development, or Strategy certifications
- Learning design frameworks (Kirkpatrick, Adult Learning, etc.)
- Change management certifications (e.g., Prosci, equivalent)

Experience

- 10–15+ years of experience in:
- Consulting‑led L&D;
- Organizational development
- Capability diagnostics and solutioning

- Prior exposure to:

- Management consulting or advisory roles
- Enterprise‑scale solution design
- Senior stakeholder management

Key Competencies & Personality Traits

- Consulting Mindset: Thinks in problems, hypotheses, and outcomes not activities
- Customer Obsession: Deeply invested in understanding the business context and stakeholder needs
- Structured Problem Solving: Exceptional ability to diagnose complex, ambiguous problems
- Executive Communication: Clear, confident, and accurate with senior leaders
- High Standards: Intolerant of poor thinking, shallow diagnosis, or low‑quality output
- Influence Without Authority: Can challenge and align senior stakeholders with credibility
- AI‑Fluent: Comfortable using AI tools to accelerate thinking, synthesis, and insight generation

📌 Head of L&D Consulting (Pune)
🏢 TresVista
📍 Pune