Why This Role Exists

As MPC expands across locations and cities, we need a Learning & Development function that makes frontline performance consistent,

repeatable, and scalable.

This role will build MPC's L&D; function from 0 to 1: creating a system where every new hire becomes floor-ready quickly, every store operates to the same standard, and high-performing frontline employees have a clear path to leadership.

This is a hands-on role that works closely with Operations to translate SOPs into practical training and continuously improve standards using frontline insights.

Key Responsibilities

1. Build & Own the L&D; Function

• Design and establish MPC's Learning & Development function end-to-end
- Develop the L&D; strategy, training calendar, documentation, and standardized systems aligned with expansion plans
- Create training standards that can be consistently implemented across locations

1. Frontline Training & Module Development

• Build role-specific modules for kitchen, counter/service, delivery packing, hygiene, food safety, and operational SOPs
- Develop practical training content, assessments, checklists, and on-floor evaluations
- Continuously update modules based on operational requirements and feedback

1. New Store & New Hire Training

• Build standardized new-hire onboarding that gets employees floor-ready within defined timelines
- Create a current-store training program to ensure teams are ready before launch
- Work with Operations and HR to plan manpower and training requirements ahead of openings

1. Train-the-Trainer Program

• Build a train-the-trainer framework across MPC outlets
- Identify and develop Store Managers and high-performing employees as internal trainers




- Equip trainers with guides, assessments, and coaching tools so stores can independently train as MPC scales

1. Career Growth & Internal Talent Development

• Build a clear frontline career path such as Crew → Shift Lead → Store Manager
- Define competencies and development requirements for progression across levels
- Identify high-potential employees and build an internal pipeline for store leadership

1. Training Effectiveness & Quality Measurement

• Establish measurable training-readiness metrics, audits, skill assessments, and certification processes
- Track training completion, assessment scores, operational performance, and recurring gaps
- Use store audits, practical checks, and frontline feedback to continuously improve training

1. SOP & Operations Partnership

• Partner closely with the GM – Operations to convert new and revised SOPs into structured training
- Ensure operational changes are communicated and embedded through training
- Use recurring training gaps and frontline feedback to improve SOPs and execution

1. L&D; Systems & Scalability

• Evaluate and implement suitable LMS, digital learning, and assessment tools where required
- Build systems that scale across locations without requiring a dedicated trainer at every outlet
- Maintain a centralized repository of training modules, SOPs,



assessments, and certification records

Candidate Profile

Must-Have Skills

- 7+ years of overall experience with significant experience in Learning & Development
- Senior L&D;/training experience within an organized, multi-location F&B;/QSR business
- Strong experience designing training modules, not only delivering pre-existing content
- Proven experience training frontline teams across multiple outlets and supporting new-store openings
- Experience building train-the-trainer and frontline career-progression frameworks
- Strong understanding of outlet operations and frontline employee challenges
- Hands-on, analytical, and comfortable spending significant time at outlets while working closely with Operations

Good to Have

- Experience with an LMS or digital learning platform
- Instructional design or digital training-content experience
- Experience building scalable training systems during rapid expansion

Reporting Structure

Reports to: Founder (Jash Arora)

Works closely with: GM – Operations, HR, Store & Area Managers, and functional teams

Owns: Frontline training systems, new-hire and new-store training, train-the-trainer, career development, and training effectiveness

Why MUMBAI PAV CO.

- Build the L&D; function from 0 to 1 with real ownership over how frontline capability is developed
- Multi-city expansion underway — create training systems that can scale across new stores and markets
- Work closely with Operations and leadership to directly influence store standards and people development
- Build an internal leadership pipeline and shape career growth for frontline teams

📌 Learning and Development Manager (Bengaluru)
🏢 Mumbai Pav
📍 Bengaluru