Job Purpose To drive the organisation's Learning &

- Development agenda by identifying capability gaps, designing and executing structured learning interventions, strengthening employee competencies, and building a continuous learning culture aligned with business and talent priorities.

Key Responsibilities 1.

Training Needs

Analysis (TNA) • Conduct periodic TNA based on business requirements, competency gaps, performance trends and employee feedback.
- Coordinate with HODs and functional teams to identify critical capability requirements.
- Analyse PMS/KPI, competency assessments, audit observations and business performance to identify training priorities.
- Prepare and maintain the annual Training Calendar. 2.

Learning Program

Design &
- Execution • Design and coordinate training programs for employees across levels and functions.
- Manage induction, functional, behavioural, managerial, leadership and compliance training.
- Coordinate internal and external trainers, consultants and training partners.
- Ensure effective end-to-end execution of training programs including nominations, logistics, attendance, training material and feedback.
- Develop learning interventions for different employee groups such as Trainees, Executives, Managers and HODs. 3.

Competency

Development • Support implementation and continuous improvement of the organisation's Competency Framework.
- Map competency requirements against roles and grades.
- Identify critical competencies required for current and future roles.
- Develop competency-based learning interventions and individual development plans.
- IDP &
- Career Development • Facilitate Individual Development Plans (IDPs) for identified talent and successors.
- Coordinate development plans for high-potential employees and succession candidates.
- Track development actions and ensure timely completion.




- Work with managers to identify appropriate development opportunities such as training, coaching, mentoring, job rotation and stretch assignments.
- Leadership &
- Managerial Development • Support leadership development initiatives for Managers, HODs and future leaders.
- Coordinate management development programs, workshops and leadership interventions.
- Identify emerging leaders and support succession development initiatives.
- Track effectiveness of leadership development programs. 6.

Learning

Effectiveness &
- Evaluation • Measure training effectiveness through feedback, assessments and post-training evaluation.
- Track behavioural/application-based outcomes after training.
- Prepare Training MIS, dashboards and monthly/quarterly L&D; reports.
- Monitor training hours, participation, completion rates and training effectiveness. 7.

Learning

Management &
- Documentation • Maintain complete training records and employee learning history.
- Ensure timely updating of training data • Maintain training attendance, feedback forms, assessments, certificates and other documentation.
- Ensure training records are audit-ready and compliant with company requirements. 8.

Employee

Engagement &
- Culture • Support engagement initiatives that promote employee development and continuous learning.
- Conduct knowledge-sharing sessions, workshops and employee development initiatives.
- Promote a culture of self-learning and knowledge sharing across the organisation.
- Compliance &




- Mandatory Training • Coordinate mandatory training programs such as POSH, Code of Conduct, Compliance, Safety, Information Security and other statutory/companymandated programs.
- Ensure completion and documentation within defined timelines. 10.

External

Training &
- Vendor Management • Identify and evaluate external training providers and consultants.
- Coordinate commercial discussions, program schedules and training requirements.
- Monitor vendor performance and maintain a database of approved training partners. Key Deliverables / KRAs • Annual Training Calendar implementation • TNA completion and training coverage • Training hours per employee • Training participation and completion rate • Training effectiveness score • Managerial & leadership development programs • IDP implementation and closure • Competency development initiatives • Mandatory training compliance • L&D; MIS and dashboards • Training budget utilisation • Employee learning & development satisfaction Educational Qualification • MBA/PGDM in HR / Human Resources / Organisational Development preferred.
- Graduate degree in any discipline.
- Certification in L&D;, Coaching, Facilitation or related areas will be an added advantage.

Preferred Experience • Experience in designing and executing large-scale employee training programs.
- Experience in competency mapping, IDP, succession planning and managerial development will be preferred.
- Exposure to HR analytics and HRIS/LMS is desirable.

Success Profile The ideal candidate should be a robust learning facilitator and HR business partner who can translate business requirements into practical development interventions, influence stakeholders, and demonstrate measurable improvement in employee capability and performance

📌 Learning And Development Specialist (Mumbai)
🏢 ZODIAC HR CONSULTANTS
📍 Mumbai