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. 4. 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. 5. 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. 9.



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