Role Overview

The Learning & Development Executive will be responsible for designing, implementing, and continuously improving learning and development initiatives across the organization. This role aims to enhance employee capabilities through structured training programs, competency development, performance improvement initiatives, employee engagement, and knowledge management while fostering a culture of continuous learning and organizational excellence.

The role will primarily support the Psychology Department by strengthening the clinical competencies, professional development, and quality standards of psychologists. Additionally, the Learning & Development Executive will collaborate with Managers, Team Leads, and department heads to identify learning needs, develop impactful learning solutions, and implement development initiatives across all departments. The role plays a critical part in improving employee performance, building organizational capability, and supporting the long-term growth of Oppam Wellness.

Key Responsibilities

Organization-wide Learning & Development

- Design, implement, and continuously improve learning and development strategies aligned with organizational goals.
- Conduct Training Needs Analysis (TNA) through performance reviews, quality audits, employee feedback, competency assessments, and business requirements.
- Develop structured learning pathways for employees across different functions and career levels.
- Create and maintain training manuals, SOPs, playbooks, e-learning modules, presentations, assessments, and other learning resources.
- Facilitate technical, functional, behavioral, leadership, communication, and soft skills training programs.
- Coordinate internal and external learning initiatives, workshops, webinars, and certification programs.




- Build a culture of continuous learning by promoting knowledge sharing, self-learning, and cross-functional collaboration.
- Ensure learning programs remain current, relevant, and aligned with organizational objectives and industry best practices.

Psychology Department Learning & Development

- Design and deliver structured learning and development programs for psychologists and mental health professionals.
- Support competency development through evidence-based learning, case discussions, supervision support, and clinical skill enhancement.
- Collaborate with Psychology Managers and Team Leads to strengthen therapist competencies and maintain high standards of clinical quality.
- Identify learning needs through quality audits, supervision feedback, client outcomes, and competency evaluations.
- Support continuous professional development initiatives that encourage ethical practice and clinical excellence.

Upskilling & Competency Development

- Design and implement competency-based learning and upskilling initiatives across departments.
- Develop competency frameworks for key organizational roles.
- Conduct competency assessments and identify skill gaps.
- Prepare Individual Development Plans (IDPs) where required.
- Provide coaching, mentoring, and constructive developmental feedback.
- Track employee learning progress and evaluate improvements in knowledge, behavior, and performance.




- Recommend development interventions that improve productivity, quality, and overall employee effectiveness.

Employee Engagement & Organizational Culture

- Plan and coordinate employee engagement initiatives, learning events, workshops, wellness programs, and team-building activities.
- Promote a culture of continuous learning, collaboration, innovation, and knowledge sharing.
- Support initiatives that strengthen employee experience, organizational values, and workplace culture.
- Partner with Managers and Team Leads to enhance employee motivation, engagement, and professional growth.
- Organize internal knowledge-sharing sessions and communities of practice to encourage collaborative learning.

Knowledge Management & Learning Analytics

- Maintain training records, competency matrices, learning dashboards, and employee development data.
- Measure training effectiveness using assessments, feedback, quality metrics, and performance outcomes.
- Prepare monthly and quarterly Learning & Development reports with actionable insights.
- Analyze learning data to identify trends, measure ROI, and recommend improvements.
- Ensure all learning content remains updated, standardized, and easily accessible across the organization.

Performance & Organizational Development

- Collaborate with HR and department leaders to align learning initiatives with organizational objectives.
- Support performance improvement initiatives through targeted learning interventions.
- Assist in leadership development and succession planning initiatives.
- Contribute to organizational development projects that enhance employee capability and business performance.
- Recommend creative learning solutions that improve employee productivity, eng

📌 Learning and Development Executive (Kozhikode)
🏢 Oppam.me
📍 Kozhikode