The Finance Operations Learning & Capability Senior Specialist owns and continuously improves learning, onboarding and capability-building experiences across Finance Operations. Based in Pune with a global remit, the role leads new-hire onboarding and assimilation, professional-skills learning, early-career development, regional hub integration, knowledge-sharing initiatives, competency-framework activities, My Academy enablement, learning measurement and program governance.

The position partners with Finance leaders, process owners, subject-matter experts, HR, Talent Acquisition and enabling teams to convert business needs into practical, engaging and scalable solutions. The role combines facilitation, program management, employee experience, digital learning, stakeholder coordination, analytical thinking and disciplined operational execution.

Recent-hire onboarding, assimilation and employee experience

Own the end-to-end Finance Operations onboarding experience, including calendars, communications, facilitator scheduling, learning materials, assessments, feedback and follow-up actions.

Deliver and continuously improve organizational orientation, foundational Finance Operations learning and new-hire assimilation activities.

Coordinate with SDLs, GPOs, tower leaders, managers, subject-matter experts, HR and global stakeholders to provide a consistent and relevant experience.

Coordinate transportation-account creation and updates as part of onboarding, working with Transport, Facilities, vendors or administrative teams and maintaining accurate status tracking.

Develop reusable, blended and self-paced assets that improve continuity and reduce dependency on individual facilitators.

Global hub integration, Bogotá Specific

Support the integration of the Bogotá hub into the broader Finance Operations learning and competency ecosystem, ensuring alignment with global standards while recognizing local needs.

Partner with Bogotá leaders, trainers, subject-matter experts and HR contacts to understand capability priorities, onboarding requirements, stakeholder expectations and cultural or language considerations.

Coordinate cross-hub learning calendars, knowledge-sharing sessions, facilitator support and reusable assets across Pune, Bogotá and other Finance centres.

Promote consistency in foundational learning, competency expectations and employee experience while allowing appropriate local adaptation.

Track hub-integration actions, dependencies, risks and feedback, and provide clear progress updates to Competency and Finance leadership.

Enable transfer of good practices between hubs and maintain shared documentation so learning solutions can be reused and scaled globally.

Learning needs analysis and solution design

Design and deliver classroom, virtual, self-paced, e-learning and micro-learning solutions.

Create/convert existing learning content such as DTP’s into e-learnings.

Translate complex Finance, organizational and behavioral concepts into clear and practical learning experiences.

Create and maintain courses, facilitator guides, participant materials, videos, quizzes, scenarios, simulations, checklists, job aids, playbooks and toolkits.

Support Finance transformation, transition and knowledge-transfer initiatives from a learning and capability perspective.

Partner with Finance leaders, process owners and HR to define and maintain relevant competency expectations for Finance Operations roles and career stages.

Help translate role requirements into clear knowledge, skill and behavioural competency statements that can guide learning, development and career conversations.

Connect identified competency gaps to appropriate curriculum, development pathways, learning assets, assessments or manager-led interventions.

Maintain competency-related documentation, learning matrices and supporting resources, ensuring they remain current as roles, processes and technologies evolve.

Provide data and qualitative insights on recurring capability needs to inform extended Competency priorities and future learning investments.





My Academy and digital learning enablement

Use My Academy as a central channel to support the extended learning and competency needs of Finance Operations.

Coordinate the creation, curation, publication and maintenance of Finance Operations learning content, pathways, curriculum and supporting resources in My Academy.

Partner with content owners and subject-matter experts to validate course relevance, accuracy, ownership, review dates and intended learner audiences.

Maintain content governance, naming conventions, version control and review cycles so learning resources remain current and easy to find.

Use available platform insights(Workday, Menti-meter, Canva, MS-Forms) to understand participation, completion, content usage and learning gaps, and recommend improvements to curriculum and learner journeys.

Promote awareness and adoption of My Academy through onboarding, learning campaigns, manager communication and self-directed development guidance.

Identify opportunities to retire outdated or duplicate materials and improve the overall learner experience.

Identify and pilot responsible AI use cases that improve learning design, content creation, knowledge access, communication, reporting and administrative efficiency.

Use approved AI tools to support first drafts, summaries, quizzes, scenarios, learning aids and content repurposing, with appropriate subject-matter review before publication.

Explore AI-enabled approaches for personalized learning recommendations, recurring-question analysis, knowledge discovery and identification of content gaps.

Partner with relevant technology, HR and governance stakeholders to ensure AI use complies with confidentiality, data-protection, intellectual-property and responsible-use requirements.

Document AI-enabled workflows, quality checks, limitations and human-review responsibilities to enable safe and repeatable adoption.

Share practical AI guidance and good practices with trainers, content owners and the wider Competency community.

Manage and publish the relevant learning calendar in partnership with Finance, Delivery, site leadership and HR.

Facilitate programs for associates, interns, managers and other employee groups based on business priorities.

Coach internal trainers and subject-matter experts through facilitator guidance, preparation, observation and feedback.

Internship and early-career development

Coordinate the development components of Finance Operations internship and early-career programs from orientation through completion.

Design and deliver classroom-to-corporate transition journeys, personal-excellence learning, engagement activities, assessments and development checkpoints.

Partner with managers, HR and Talent Acquisition on team allocation, progress monitoring, learning interventions and conversion-readiness inputs.

Maintain regular communication with interns and Intern Champions (Functional Managers), identify development or engagement risks and coordinate appropriate support.

Ensure final hiring, rating, deployment and conversion decisions remain with authorized business and HR owners.

Coordinate topics and inputs with leaders and process experts, validate content before publication and maintain a forward content calendar and repository.

Maintain learning manuals, playbooks, templates, knowledge-transfer documents and reusable resources in accessible locations.

Create clear communications for onboarding, learning programs, assessments, campaigns and development initiatives.

Support learning-related town halls, engagement events, videos, newsletters and wider Finance communications as agreed with stakeholders.

Build participation through timely communication,



purposeful branding and audience-appropriate messaging.

Define and track indicators such as volume, participation, completion, assessment results, feedback, content usage, recurring questions, competency gaps and agreed business measures.

Prepare concise updates for senior stakeholders, highlighting outcomes, trends, risks, dependencies and recommended actions.

Use quantitative and qualitative insights to improve content, delivery methods, learner journeys and program processes.

Maintain accurate records, dashboards, content inventories, standard operating procedures and version control.

Build trusted partnerships with Finance leaders, SDLs, GPOs, tower managers, Bogotá and other hub stakeholders, HR, Talent Acquisition, Transport, Facilities and platform owners.

Clarify scope, ownership, timelines and dependencies for each initiative and communicate risks early.

Coordinate internal contributors, facilitators and external vendors where required and manage competing priorities to agreed timelines.

Global Hub Integration

My Academy / LMS Enablement

AI & Digital Learning

Consistent, timely onboarding delivery, including accurate communications, completion tracking and transportation-account coordination.

Effective integration of Bogotá and other hubs into shared learning standards, resources and governance.

Well-governed, accessible and actively used Finance Operations content and pathways in My Academy.

Responsible AI pilots that demonstrate practical efficiency or learner-experience benefits with documented controls.

Reliable learning calendars, internship activities, Knowledge Nugget publications and stakeholder updates.

Accurate reporting and evidence-based improvement across learning, competency and employee-experience initiatives.

Reduced key-person dependency through documented processes, reusable assets, shared ownership and effective handover.

Onboarding operations

My Academy content governance

Bogotá hub integration

Transport-account setup

Intern assessments and development

Formal HR policy interpretation

Employee-relations investigations

Payroll and benefits

Flexible working environment

LinkedIn Learning

Employee-Assistance-Program (EAP)

NIQ may utilize artificial intelligence (AI) tools at various stages of the recruitment process, including résumé screening, candidate assessments, interview scheduling, job matching, communication support, and certain administrative tasks that help streamline workflows. All use of AI is governed by NIQ’s principles of fairness, transparency, human oversight, and inclusion. NIQ regularly reviews its AI tools to help mitigate bias and ensure compliance with applicable laws and regulations. If you have questions, require accommodations, or wish to request human review were permitted by law, please contact your local HR representative. For more information, please visit NIQ’s AI Safety Policies and Guiding Principles:

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📌 Purchasing Training Specialist (Pune)
🏢 Nielseniq
📍 Pune