Head of Training & Capability Building Training, Talent Pipeline & Freelancer Ecosystem Purpose of the Role The Head of Training & Capability Building is a foundational leadership role at iAspireMind, responsible for building a world-class, cost-effective training engine PAN India, that scales the organisation's ability to deliver high-quality learning outcomes. This individual will recruit, onboard, and develop a core team of full-time trainers, while simultaneously constructing a curated pipeline of freelance trainers who bring specialised expertise at optimal cost. The role demands a rigorous, outcome-driven mindset, deep familiarity with adult learning methodologies, and the ability to identify talent that consistently delivers results. Should be willing to travel extensively at short notice and to relocate temporarily for extended periods (including monthly stays) at project sites across the country is essential. Scope The Head of Training & Capability Building has end-to-end accountability for iAspireMind's training delivery function, spanning the following domains:
• Trainer Hiring & Onboarding: Identification, assessment, and onboarding of trainers and domain specialists. Building and managing a vetted, cost-efficient pool of freelance trainers with proven delivery records
• Training Quality & Standards: Establishing delivery frameworks, session quality benchmarks, and learner outcome metrics
• Trainer Performance Management: Ongoing evaluation, feedback loops, and capability development for all training personnel
• Cost Optimisation & Resource Planning: Designing engagement models that maximise delivery quality while minimising cost per learner hour
• Program Coordination & Student Support: Coordinating program logistics and reporting, and resolving students' technical queries, including direct delivery of basic technical skills training where needed

Key Responsibilities
& Accountabilities 1. Trainer Recruitment & Onboarding
• Build, maintain, and continuously enrich a curated pool of freelance trainers across all key domains, with rigorous vetting based on subject matter expertise, delivery track record, learner feedback, and professional credibility.
• Build domain-specific trainer profiles aligned with iAspireMind's program portfolio (cybersecurity, IT, soft skills, employability, and emerging domains).
• Establish a trainer induction curriculum covering iAspireMind's pedagogy, platform tools, learner demographics, and quality expectations.
• Develop a structured probation and sign-off process to ensure all new trainers meet delivery standards before going live with learners. 2. Freelancer Pipeline Development
• Design cost-effective freelancer engagement models (per-session, per-cohort, retainer) that incentivise quality delivery without inflating cost per delivery hour.
• Maintain a bench of pre-approved freelancers by domain to ensure rapid deployment for new cohorts, urgent fill-ins, or specialised modules.




• Develop a Freelancer Handbook and code of conduct covering iAspireMind's standards, data privacy, learner interaction norms, and performance expectations.
• Establish a tiered freelancer rating system (Certified, Advanced, Master) based on delivery consistency, learner outcomes, and peer feedback to reward high performers and manage underperformers. 3. Training Quality & Delivery Standards
• Define and enforce training delivery standards including session structure, learner engagement protocols, assessment practices, and post-session reporting.
• Conduct regular training audits, live observations, and post-session reviews to maintain quality across both full-time and freelance trainers.
• Drive a culture of continuous improvement through structured feedback from learners, employers, and internal stakeholders.
• Collaborate with curriculum designers to ensure trainers are fully equipped and calibrated before each new program cohort. 4. Trainer Performance Management & Development
• Establish clear KPIs for trainer performance, including learner satisfaction scores, assessment pass rates, attendance, and cohort completion rates.
• Run regular calibration sessions, train-the-trainer workshops, and upskilling programs to keep the trainer pool current with industry developments.
• Manage underperformance proactively with structured improvement plans and, where necessary, de-activation from the trainer pool. 5. Cost Optimisation & Resource Planning
• Own the training delivery cost budget and identify opportunities to reduce cost per learner hour without compromising quality.
• Forecast trainer demand based on the program calendar and proactively manage supply, ensuring no cohort is delayed due to trainer unavailability.
• Explore and pilot alternative engagement models such as community trainer networks, alumni trainers, and industry practitioner contributions to diversify and reduce costs further. 6. Program Coordination, Reporting & Student Technical Support
• Coordinate end-to-end program logistics, including cohort scheduling, trainer-to-batch mapping, session calendars, and cross-functional communication with curriculum, operations, and student support teams.
• Create and maintain regular reports on training delivery, trainer performance, cohort progress, and learner outcomes for leadership and stakeholder review.
• Serve as an escalation point to resolve students' technical queries and issues encountered during training, coordinating with trainers and technical teams to ensure timely resolution.
• Personally deliver training sessions on basic technical skills (e.g., computer literacy, software tools,



and digital platforms) as needed, to support learner readiness and fill trainer gaps. Qualifications & Experience
• Graduate or postgraduate degree Engineering or a related field; certifications in Cybersecurity, PMP, ITIL etc
• 8–12 years of experience overall with minimum 3 years in delivery and program coordination.
• Demonstrated experience building and managing freelancer or associate trainer networks at scale, ideally in ed-tech, skilling, or vocational training environments.
• Strong understanding of trainer assessment design, and structured onboarding methodologies.
• Proven ability to manage training budgets and drive cost efficiency without compromising learner outcomes.
• Experience in cybersecurity, IT, or BFSI training domains is a solid advantage.
• Passion for social impact and a commitment to creating quality learning experiences for underserved and first-generation professionals. Leadership Competencies
• Talent Instinct: Quickly identifies the right trainers from a pool of candidates; makes good hiring decisions under time and cost pressure.
• Quality Obsession: Holds the training function to the highest standards; never accepts mediocre delivery regardless of cost constraints.
• Resourcefulness: Finds cost-efficient solutions without compromising effectiveness; thinks creatively about talent sourcing and engagement models.
• Execution Discipline: Builds systems, processes, and tracking mechanisms that ensure consistency and accountability across a distributed trainer base.
• People Development: Invests in trainer growth; creates a culture of learning and continuous improvement within the training community.
• Mission Alignment: Deeply understands and communicates iAspireMind's social purpose; ensures every trainer hired and every session delivered reflects that mission. Success Metrics for this Role Trainer Hiring & Pipeline
• Number of full-time trainers hired and certified within 90 days of joining (target: 100% certification rate)
• Active freelancer bench strength by domain (target: minimum 3 vetted freelancers per active program domain)
• Time-to-deploy for a new freelancer from first contact to live session (target: under 2 weeks) Training Quality
• Learner satisfaction score (CSAT) across all cohorts (target: 4.2+ / 5.0)
• Cohort completion rate (target: 85%+)
• Assessment pass rate of learners (target: 75%+ first attempt) Cost Efficiency
• Cost per learner hour (tracked quarterly against baseline)
• Ratio of freelance to full-time delivery hours, optimised for cost without quality trade-off
• Zero cohort delays attributable to trainer unavailability Trainer Performance
• % of trainers meeting or exceeding KPIs in quarterly reviews (target: 80%+)
• Trainer retention rate — full-time (target: 85%+ annual retention)
• Freelancer repeat engagement rate (target: 70%+ of high-rated freelancers re-engaged each quarter)

📌 Head of Training (Gurugram)
🏢 iAspire Mind Foundation
📍 Gurugram