1. Role Purpose The Manager – Learning & Development will be responsible for designing and executing structured learning and talent development initiatives aligned with business objectives. The role will drive competency assessment, digital learning, performance enablement, and other HR transformation initiatives while leveraging data and analytics to measure learning effectiveness and business impact. The incumbent will work closely with business leaders and cross-functional stakeholders to build organizational capabilities, improve adoption of learning initiatives, and support a culture of continuous learning and development. 2.

Key Responsibilities
A. Learning Strategy & Capability Building
• Design and implement enterprise-wide L&D; strategy aligned to business priorities.
• Conduct Training Needs Analysis (TNA) across functions and locations.
• Drive the L&D; philosophy and build strong linkages of IDPs to the learning platforms
• Develop annual learning calendars covering technical, functional, behavioural, leadership, and compliance training.
• Design learning journeys for employees, managers, FLMs, and leadership populations.
• Support onboarding and capability-building programs for GETs and new hires. B. HR Transformation & Digital Learning
• Drive and execute HR transformation initiatives related to digital learning, performance enablement, employee development, and culture building.
• Support in benchmarking exercises to enable improved HR processes.
• Identify opportunities to leverage technology and digital platforms to improve the accessibility and effectiveness of learning interventions.
• Support implementation and adoption of current learning platforms, processes, and HR practices.
• Work with IT and other stakeholders to ensure smooth implementation of technology-enabled learning initiatives.
• Drive change and adoption through effective communication, stakeholder engagement, and user support. C. Learning Analytics, Reporting & Effectiveness
• Establish and monitor L&D; metrics and dashboards to track program participation, completion, effectiveness, and business impact.




• Analyse learning data and HR metrics to identify trends, capability gaps, and opportunities for improvement.
• Generate actionable insights and periodic reports for HR and business leadership.
• Measure the effectiveness and ROI of key learning interventions through appropriate evaluation mechanisms.
• Use data-driven insights to support decision-making and continuously improve the L&D; portfolio. D. L&D; Budgeting & Cost Management
• Support preparation and management of the L&D; budget in alignment with organizational priorities.
• Track learning expenditure against approved budgets and ensure effective utilization of resources.
• Evaluate cost-benefit and ROI of learning initiatives and external programs.
• Coordinate with vendors and service providers to optimize program costs while maintaining quality. E. Stakeholder Management & Capability Building
• Partner with business leaders, HR teams, and functional stakeholders to understand capability requirements and design relevant interventions.
• Work closely with business, operations, and IT teams for successful implementation of people and learning initiatives.
• Present learning strategies, program outcomes, analytics, and recommendations to senior stakeholders.
• Manage external consultants, trainers, assessment partners, and learning service providers where required.
• Build strong stakeholder ownership and participation in L&D; initiatives. F.
Communication, Documentation & Change Management
• Develop impactful PowerPoint presentations, dashboards, reports, learning material, and management documentation.
• Communicate learning initiatives, objectives, timelines, and outcomes effectively to employees and stakeholders.
• Drive change management and adoption of new learning programs, platforms,



and HR practices.
• Demonstrate agility in managing ambiguity, evolving business requirements, and changing organizational priorities.
• Promote a culture of continuous learning, development, and capability building across the organization. 3. Competency Requirements
• Strong project management and stakeholder management skills.
• Strategic Thinking & Business Orientation
• Learning Agility & Continuous Learning
• Analytical & Data-Driven Thinking
• Stakeholder Management & Influencing
• Strong Communication & Presentation Skills
• Collaboration & Relationship Building
• Change Management & Adaptability
• Innovation & Continuous Improvement
• Planning & Execution Orientation
• Problem-Solving & Decision-Making
• Ownership & Accountability 4.
Interfaces / Key Working Relationships Internal –
• Senior Management / Business Leaders
• Human Resources
• Business Functions
• Operations / Manufacturing
• IT / Digital Teams
• Functional Heads and People Managers
• Employees across functions External –
• Learning & Development Consultants
• Training Partners / Facilitators
• Psychometric & Assessment Providers
• Digital Learning Platform Providers
• HR Technology / Solution Partners
• External Subject Matter Experts 5. Qualifications & Experience Master’s degree in human resources, Organizational Psychology, Business Administration, Learning & Development, or a related discipline with 6+ years of experience in Learning & Development, talent development, HR transformation, or related HR roles. Strong experience in designing and executing learning programs, competency frameworks, 360-degree feedback, psychometric and skill assessments, digital learning, HR transformation initiatives, learning analytics, budgeting, and stakeholder management is preferred. The role requires strong analytical, communication, presentation, documentation, and change management skills, along with the ability to work effectively across business and functional teams. Might involve quarterly travel to all sites.

📌 Manager – Learning (Mumbai)
🏢 Navin Fluorine International
📍 Mumbai