The L&D; Specialist is responsible for designing, delivering, and evaluating learning interventions that enhance employee capability and support business outcomes. The role will collaborate with internal stakeholders and subject matter experts to identify learning needs, create engaging content, manage training delivery, and measure learning effectiveness. This position plays a critical role in building a high-performance culture by ensuring employees have the skills and knowledge required to succeed.
Objective 1: Identify Capability Gaps Through Accurate Training Needs Analysis
Key Results
Complete TNA cycle with all functions and HR partners by end of Q1.
Conduct reviews of skill gaps using performance data and manager feedback with 100% coverage.
Objective 2: Design and Develop High-Quality and Engaging Learning Content
Key Results
Develop a minimum of 3–4 learning modules per quarter (manuals, PPTs, guides, e-learning, job aids).
Ensure 100% of content meets instructional design standards
Achieve an average content usability score of ≥ 4/5 from facilitators/participants.
Objective 3: Deliver Effective Learning Sessions Across Levels and Functions
Key Results
Deliver minimum 2–4 behavioural or functional sessions per month.
Achieve a facilitation feedback score of ≥ 4.2/5 across all training programs.
Ensure 100% logistical readiness (venue, attendance, communication) for every session delivered.
Objective 4: Drive Seamless Learning Program Management and Calendar Execution
Key Results
Execute the annual learning calendar with ≥ 90% on-time completion.
Maintain 100% training MIS accuracy (attendance, records, digital data).
Ensure onboarding & induction sessions occur for 100% recent joiners within TAT.