NIAT • Learning & Development •

Learning & Development • Training calendar, cohorts, training data and reporting • Reports to the Head of L&D; • No direct reports

Training Operations Coordinator

What we select on

Not years of experience. Four things:

1. Can keep a calendar and a record correct while many people keep changing them.

2. Can chase busy teams and get time slots without asking a manager to step in.

3. Looks at their own numbers, sees the problem, and says it first without being asked.

4. When something goes wrong, fixes the way the work is done, not just the one wrong entry.

Selection process

Selection includes a practical scheduling and spreadsheet task and an in-person round.

Education

Graduate. No specific degree required.

Languages

English is a must.

Role Summary

You run the machine behind the training. You own the calendar, you build the training groups, one team per group, and you get the slots signed off by each department head so people actually turn up. Everything runs remotely from Hyderabad, so your job is booking and holding online slots across 40 campuses, not arranging rooms and travel.

You also own every number in the training cycle the data L&D; plans from, the training record, attendance, completion, the test results after training, and the 30-day follow-up numbers.

The one thing only you can do: you see the numbers first, so you spot the problem before anyone asks.

This is not a data-entry seat. You see the whole picture every week, before the trainers and before Head. Which cohort is failing. Who keeps missing sessions. Which department's numbers are slipping. You are the person who says it first, in writing, without being asked. A coordinator who only fills in a sheet and waits for a question is not doing this job.

Every claim this function makes about impact rests on your data, and the training record lives in one master Google Sheet fed by Google Forms, which you keep correct. One thing we will say openly: a lot of this role can be automated within a year. Part of your job is to write down the manual steps clearly enough that they can be.

Key Responsibilities

- Own the calendar Hold the training calendar for every group and protect the 8 hours a month each person is due: 5 trainer-led, 2 manager-led practice, 1 self-paced.
- Build the groups Build small training groups, one team per group, for instructors, mentors, program ops, success coaches, curriculum and assessment, and the specialist cluster. Managers get their own sessions, separate from their teams.



Keep the groups correct as headcount moves.
- Get the slots signed off Get dedicated online training slots agreed with each department head before the month starts, and have Capability Managers check instructor slots against class timetables. Without this we teach in whatever time is left over and coverage never closes.
- Send invites and reminders Send the invite for every session and reminders ahead of it. A wrong or missing invite, a clash or a missed reminder counts as an Ops error.
- Handle swaps and catch-ups — Close swap and reschedule requests quickly, and book anyone who missed their session into a catch-up.
- Track the manager-led practice — The 2 practice hours are run by line managers, not trainers. Track that they happened, chase the ones that did not, and report it honestly.
- Collect the data L&D; plans from — Before each cycle, pull the ticket, audit, completion and recording data L&D; needs to decide topics and teams, and get it to them in time.
- Own the training record — Keep one correct training record per person. This is the record that makes an impact claim believable. Match each session's attendance form with the participant screenshot and enter it the same day. Only people who took the pre-session quiz get a seat.
- Collect the after-training checks — The after-session check is taken at the end of each session through the post-session form. Chase the people who miss it and hold the results.
- Track who passed and who did not — Keep the pass and fail record per person and per cohort, and flag the people who need a second round.
- Produce the follow-up numbers — About 30 days after training, pull the data L&D; needs to see whether the work actually changed, and report it cohort by cohort.
- Own the assessment and content data — Hold the test scores, completion numbers and module data that come out of the training and the content. The Content Creator writes the material and the tests; you own the numbers they produce.
- Pull the learning reports out of the platform — Attendance, completion and scores, plus tickets and audit output where the impact work needs it.



The Content Creator puts content in; you pull the reports out.
- Keep the dashboard current — Keep the master sheet and forms correct so the dashboard, built with Vidul, shows groups, attendance, pass rates and follow-up numbers. Each team member sees only their own scorecard. If it is out of date, nobody trusts it.
- Say it first when something looks wrong — Every week, look at your own numbers and raise what you see, before anyone asks. Name the cohort that is failing, the people who keep missing sessions, and the department whose numbers are slipping. Send it to the trainer and to L&D; in writing. Raising it is your job. Fixing the training is theirs.
- Report who starts when, and what changed — Produce the joining and start-date report for each cycle, and the report on what moved after training.
- Send the weekly report — Every week, send Srinivas the report in the agreed format.
- Set up the impact meetings — Fix the before and after impact meetings, and the talks with the department heads after each cycle.
- Write down the manual steps — Document how the work is done today and help move it into a tool as one arrives.

Who We're Looking For

- Has owned a class, exam or interview calendar at scale, and can describe how they handled clashes without sending each one up to a manager.
- Has kept a record system correct while many different people were updating it.
- Has chased other teams for slots and actually got them, again and again, without needing a manager to push.
- Has built a report that someone senior used to make a decision, and can say what the decision was.
- Has spotted a problem in their own numbers and raised it before anyone asked, and can say what happened next.
- Has worked with completion and score data and can say what they told the team to fix because of it.
- Has coordinated sessions across many locations and time slots at once.
- Has found a data error before anyone else did, and then fixed the way the work was done rather than only correcting the entry.

Good to Have

- Robust with Google Sheets and Google Forms; comfortable in a learning platform or a scheduling tool.
- Has automated part of their own manual work before.
- Knows Telugu or Hindi in addition to English.

Growth Path Next designation: Senior Training Operations Coordinator (Level 2).

You earn it when the dashboard runs without anyone chasing you, and the problems you raise on your own are picked up and acted on, three cycles in a row.

📌 Training Operations Coordinator (Hyderabad)
🏢 Nxtwave Disruptive Technologies
📍 Hyderabad