1. Role Purpose The Manager Learning & Development will be responsible for designing and executing structured learning and talent development initiatives aligned with business objectives. The role will drive competency assessment, digital learning, performance enablement, and other HR transformation initiatives while leveraging data and analytics to measure learning effectiveness and business impact.

The incumbent will work closely with business leaders and cross-functional stakeholders to build organizational capabilities, improve adoption of learning initiatives, and support a culture of continuous learning and development.

2. Key Responsibilities

A.** Talent Development & Learning Program Design

- Design and implement structured Learning & Development programs aligned with business and organizational capability requirements.
- Identify learning needs through business requirements, competency gaps, performance data, and stakeholder inputs.
- Develop and execute learning interventions across functional, behavioral, leadership, and organizational capability areas.
- Drive adoption and effectiveness of learning programs through structured implementation and follow-up.
- Continuously evaluate and enhance learning interventions based on participant and business feedback.

B. Talent Assessment & Competency Development

- Support development and implementation of competency frameworks aligned with organizational roles and business requirements.
- Coordinate and administer 360-degree feedback, psychometric assessments, skill assessments, and other talent assessment interventions.
- Analyze assessment outcomes to identify capability gaps and development priorities.
- Support creation of individual and organizational development plans based on assessment outcomes.




- Partner with business leaders to strengthen talent development and capability-building initiatives.

C. HR Transformation & Digital Learning

- Drive and execute HR transformation initiatives related to digital learning, performance enablement, employee development, and culture building.
- Support in benchmarking exercises to enable improved HR processes.
- Identify opportunities to leverage technology and digital platforms to improve the accessibility and effectiveness of learning interventions.
- Support implementation and adoption of new learning platforms, processes, and HR practices.
- Work with IT and other stakeholders to ensure smooth implementation of technology-enabled learning initiatives.
- Drive change and adoption through effective communication, stakeholder engagement, and user support.

D. Learning Analytics, Reporting & Effectiveness

- Establish and monitor L&D; metrics and dashboards to track program participation, completion, effectiveness, and business impact.
- Analyze learning data and HR metrics to identify trends, capability gaps, and opportunities for improvement.
- Generate actionable insights and periodic reports for HR and business leadership.
- Measure the effectiveness and ROI of key learning interventions through appropriate evaluation mechanisms.




- Use data-driven insights to support decision-making and continuously improve the L&D; portfolio.

E. L&D; Budgeting & Cost Management

- Support preparation and management of the L&D; budget in alignment with organizational priorities.
- Track learning expenditure against approved budgets and ensure effective utilization of resources.
- Evaluate cost-benefit and ROI of learning initiatives and external programs.
- Coordinate with vendors and service providers to optimize program costs while maintaining quality.

F. Stakeholder Management & Capability Building

- Partner with business leaders, HR teams, and functional stakeholders to understand capability requirements and design relevant interventions.
- Work closely with business, operations, and IT teams for successful implementation of people and learning initiatives.
- Present learning strategies, program outcomes, analytics, and recommendations to senior stakeholders.
- Manage external consultants, trainers, assessment partners, and learning service providers where required.
- Build solid stakeholder ownership and participation in L&D; initiatives.

G. Communication, Documentation & Change Management

- Develop impactful PowerPoint presentations, dashboards, reports, learning material, and management documentation.
- Communicate learning initiatives, objectives, timelines, and outcomes effectively to employees and stakeholders.
- Drive change management and adoption of new learning programs, platforms, and HR practices.
- Demonstrate agility in managing ambiguity, evolving business requirements, and changing organizational priorities.
- Promote a culture of continuous learning, development, and capability building across the organization.

📌 Manager, Learning and Development (Mumbai)
🏢 Navin Fluorine International
📍 Mumbai