Manager:

JOB DESCRIPTION Senior Executive / Assistant Manager Technical Learning & Development

Company: Hindustan Platinum Pvt. Ltd. (HPPL)
Department: Human Resources Learning & Development
Designation: Senior Executive / Assistant Manager
Experience: 815 years
Educational Qualification: B.E./B.Tech. in Chemical Engineering or B.Sc./M.Sc. in Chemistry/Chemical Sciences, preferably combined with an MBA/PG qualification in HR or Operations
Industry Preference: Chemical Manufacturing, Specialty Chemicals, Refining, Metallurgy, Precious Metals or other Process Manufacturing Industries

Role Purpose

To design, develop, implement and continuously enhance technical learning and skill development initiatives across HPPL, ensuring that employees possess the technical competencies required to deliver operational excellence, process efficiency, quality and safety.

The incumbent will be responsible for managing the end-to-end technical training lifecycle , from training need identification and content development to delivery, pre- and post-training assessments, effectiveness measurement, trainer evaluation and continuous improvement.

The role requires a technically sound, proactive and execution-oriented professional who can work closely with functional heads, technical subject matter experts and internal trainers to build a strong learning culture across the organization.

Key Responsibilities

1. Training Needs Identification (TNI) & Annual Training Planning

- Lead the Annual Training Needs Identification (TNI) exercise in collaboration with Business Unit Heads, Functional Heads and HR.

- Identify technical competency gaps based on job requirements, skill matrices, performance feedback, operational challenges and evolving business needs.

- Translate identified gaps into structured training interventions and prepare an annual technical training calendar.

- Review and realign training priorities periodically based on changing organizational and functional requirements.

2. Technical Training Design, Development & Implementation

- Design and develop structured technical training modules, learning content, presentations, case studies, practical exercises and training material relevant to HPPL's operations.

- Work closely with internal Subject Matter Experts (SMEs) to develop technically accurate and practical training content.

- Independently drive implementation of the annual and monthly training calendars, ensuring timely execution and optimum participation.

- Facilitate classroom, shop-floor, practical and blended learning programs as appropriate.

- Develop and maintain a centralized repository of technical learning material, training modules and organizational knowledge.

3. Training Assessments & Effectiveness Measurement

- Design and implement standardized pre-training and post-training assessment questionnaires to measure baseline knowledge, learning improvement and competency development.

- Develop assessment tools such as technical quizzes, practical evaluations, case studies and competency-based tests in collaboration with technical SMEs.

- Analyse assessment results to measure knowledge improvement, identify learning gaps and recommend corrective interventions.

- Establish mechanisms to evaluate training effectiveness beyond participation and feedback, including application of learning on the job wherever feasible.

- Track training effectiveness and present measurable outcomes to HR and functional stakeholders.

4. Internal Customer Feedback & Continuous Improvement

- Proactively engage with Business Unit Heads, Department Heads, participants and other internal customers to assess the relevance and effectiveness of technical training programs.

- Gather structured feedback on training content, delivery quality, practical applicability and business relevance.





- Continuously refine training modules, delivery methodologies, assessments and training schedules based on stakeholder feedback.

- Identify underperforming programs and implement improvement actions to enhance learning outcomes.

5. Trainer Evaluation & Train-the-Trainer (TTT) Programs

- Identify and develop a pool of competent internal technical trainers and SMEs across functions.

- Design, organize and facilitate structured Train-the-Trainer programs to strengthen training delivery, facilitation and assessment capabilities.

- Establish trainer evaluation criteria covering subject expertise, content quality, communication, participant engagement and training effectiveness.

- Conduct periodic evaluations of internal and external trainers and provide constructive developmental feedback.

- Support technical experts in converting their operational expertise into structured, engaging and effective training programs.

6. Training MIS, Analytics & Reporting

- Prepare and publish accurate monthly Training MIS and dashboards covering planned versus actual training, participation, training hours, assessment results, training effectiveness and pending programs.

- Monitor key learning metrics, identify deviations from the training plan and initiate timely corrective actions.

- Maintain accurate and up-to-date training records, attendance, feedback, assessment scores, trainer evaluations and training effectiveness reports.

- Present periodic training performance reviews, key observations and improvement recommendations to the HR leadership team.

7. Technical Competency & Skill Development

- Partner with functional teams to develop and maintain role-based technical competency matrices and skill development roadmaps.

- Support employee skill enhancement, multiskilling, cross-skilling and technical capability-building initiatives.

- Facilitate technical training for workmen, supervisors, engineers, Management Trainees (MTs), Graduate Engineer Trainees (GETs) and Diploma Trainees (DTs), as applicable.

- Support technical induction and structured learning interventions for new joiners.

- Contribute to the development of HPPL's internal technical learning capabilities and Skill Development Centre initiatives.

8. Training Governance, Audit & Compliance

- - Facilitate and coordinate Learning & Development audits for various management system certifications, statutory requirements, internal audits and customer audits.

- Ensure compliance with training and competency development requirements under applicable certifications, including ISO 9001, ISO 14001, ISO 45001 and other relevant standards.

- Maintain accurate, updated and audit-ready documentation covering Annual TNI, training calendars, attendance records, competency matrices, pre- and post-training assessments, training effectiveness evaluations and trainer qualifications.

- Act as the L & D point of contact during internal and external audits , coordinating with auditors, certification bodies and internal stakeholders to provide necessary documentation and evidence.

- Identify audit observations, non-conformities and improvement opportunities related to training and competency management, and ensure timely implementation and closure of corrective actions.

- Periodically review and strengthen L & D processes, documentation and controls to ensure continuous compliance and audit readiness.

Key Performance Indicators (KPIs)



Performance Area Key Measurement Annual TNI Timely completion and coverage of identified technical competency requirements Training Calendar Execution Planned vs. actual technical programs completed Training Assessment Pre- and post-assessment coverage and demonstrated knowledge improvement Training Effectiveness Effectiveness scores and evidence of on-the-job learning application Internal Customer Satisfaction Stakeholder feedback and implementation of improvement actions Trainer Development Number of trainers developed, evaluated and certified through internal processes Monthly Training MIS Accuracy, completeness and timely submission Competency Development Progress in closing identified technical skill gaps Training Governance & Audits

Compliance with training documentation and audit requirements

Audit readiness, timely submission of required documentation and successful facilitation of certification/customer audits. Number of L & D-related non-conformities and percentage of corrective actions closed within agreed timelines

Qualification & Experience

Educational Qualification

- B.E./B.Tech. in Chemical Engineering or B.Sc./M.Sc. in Chemistry, Chemical Sciences or a closely related discipline.

- MBA or postgraduate qualification in Human Resources, Operations or a related management discipline is strongly preferred.

Professional Experience

- 815 years of relevant experience, preferably combining technical/process-industry exposure with technical training, capability development or Learning & Development.

- Proven experience in technical training design, content development, implementation and effectiveness evaluation.

- Exposure to process manufacturing, chemical operations, production, quality, process safety or related technical functions will be an advantage.

- Experience working with technical SMEs, shop-floor teams and cross-functional stakeholders.

- Practical experience in Training MIS, competency mapping, assessment frameworks and Train-the-Trainer initiatives.

Key Skills & Competencies
- Strong Technical Orientation: Ability to understand complex chemical/process-related concepts and translate them into practical learning interventions.

- Learning Design & Facilitation: Capability to independently design, develop and deliver structured technical training.

- Execution Excellence: Strong ownership, planning and follow-through, with the ability to translate plans into results.

- Analytical Ability: Ability to interpret training data, assessment outcomes, feedback and competency gaps.

- Stakeholder Management: Confidence to engage effectively with functional heads, technical experts, shop-floor employees and HR leadership.

- Communication & Presentation: Strong written and verbal communication, presentation and facilitation skills.

- Digital Proficiency: Advanced MS Excel, PowerPoint, training dashboards and familiarity with LMS/HRMS systems.

- Continuous Improvement Mindset: Ability to challenge existing training approaches and introduce practical improvements.

Desired Candidate Profile

We are looking for a dynamic, hands-on and self-driven technical learning professional with a strong chemical/process-industry foundation and a passion for building employee capabilities.

The ideal candidate should be a quick learner, go-getter and robust execution driver who takes complete ownership of deliverables, proactively engages with internal stakeholders and consistently drives initiatives to closure.

The individual should be equally comfortable interacting with senior functional leaders, collaborating with technical subject matter experts and facilitating learning on the shop floor.

Success in this role will be measured not merely by the number of training programs conducted, but by the quality of learning, measurable improvement in technical competencies and the relevance of training to business requirements.

📌 Manager (Navi Mumbai)
🏢 Hindustan Platinum
📍 Navi Mumbai