L&D; Specialist — [Sales / Design / Installation] Functional Lead

Owning learning impact for one function, with a real path to leading a team

Track Individual Contributor, with a capability-gated path to Manager

Function Learning & Development — [Sales / Design / Installation] L&D;

Reports to Emmanuel, Head of L&D;

Location [Bangalore / Chennai / Hyderabad] — based in-market for this function

WHY THIS ROLE EXISTS

TTS is building a real L&D; function for the first time, starting with the three functions that shape a customer's actual experience: Sales, Design, and Installation. Until now, how well someone new is trained — and how well an existing team member keeps growing — has depended on who happened to have time that week. This role exists to make [Sales /

Design / Installation] the first function where that's no longer true.

You'll own learning impact for this one function, end to end — not deliver a training calendar someone else designed.

And unlike a typical Specialist role, this one has a defined, evidence-based path to running your own team: prove the model works in your function, and you're promoted to Manager to build it out.

WHAT YOU'LL OWN

— New hire onboarding for your function — own the ramp-up for every new [Sales / Design / Installation] joiner until they're genuinely performing independently, not just through a first week of orientation.

— Ongoing skill-building — capability gaps don't stop appearing after someone's first 90 days. You keep building and running the learning your function needs on an ongoing basis, for tenured people too.

— Checkpoint assessments — define what "ready" looks like at each stage of someone's growth in your function, build the assessments,



and score them honestly.

— Documentation and content — build and maintain your function's playbooks and training material so what you know keeps working even when you're not in the room.

— Diagnosis before response — when someone in your function is underperforming, work out whether it's a skill gap,

a process gap, or something else before reaching for a training fix. Training is your last resort, not your first move.

— Your own readiness evidence — maintain the data trail (assessment scores, time-to-independent-performance) that will eventually justify your own promotion and your team's build-out. You're tracked by the same standard you're setting for others.

— The shared handoff layer — Sales, Design, and Installation are one journey to the customer, not three separate ones.

You'll work with the other two Functional Leads on the training that covers the handoff moments between functions,

even while you specialise deeply in your own.

HOW YOU GROW INTO MANAGER

Promotion out of this role isn't scheduled — it's earned, against three concrete markers:

— Your function's curriculum is live and actually running, not still in draft.

— Your checkpoint assessment data shows real skill transfer across the people you've trained, not just attendance.





— Time-to-independent-performance for new joiners in your function is measurably dropping.

Clear these, and the role becomes Manager — with a team of your own to build underneath you.

WHO YOU ARE

— Hands-on experience within the interior industry, specifically in [Sales / Design / Installation] — this is a hard requirement. You need to know what genuine independent competence looks like in this domain because you've done it, or been close enough to it to recognise it in someone else.

— You enjoy learning together with people — your instinct in a room with someone struggling is "let's work through this," not "let me tell you how it's done."

— Genuinely meticulous with documentation and data — assessment scores and playbooks stay current, and communication is transparent enough that someone else could pick up your material and understand it.

— Comfortable owning a function largely solo — real autonomy, real accountability, and no team to hide behind while you build the evidence that earns you one.

— The quality of your thinking about learning impact matters more than your job title history — we're not filtering on years of experience or a fixed designation.

WHO THIS ROLE IS NOT FOR

— If you'd rather design a curriculum and hand delivery to someone else, this isn't that — you do both, alone, until the team exists.

— If tracking scores and maintaining documentation feels like overhead rather than part of the craft, the day-to-day here will wear on you.

— If you want your title and pay fixed by tenure rather than by what you can show, this role will feel like it's constantly asking you to prove something — because it is.

📌 Functional Learning & Development (Chennai)
🏢 Tint Tone u0026 Shade
📍 Chennai