Job Context & Major Challenges: Write the specific aspects of the job that provide a challenge (internal and external) to the jobholder in the context of the Business/Unit/Function/Department/Section ( (Max 3975 Characters)

Organization Context

Aditya Birla Capital Limited (NBFC) is among the Top 5 diversified non-banking financial services company in India based on AUM. ABC - NBFC offers customized solutions in areas of personal finance, SME finance, SME finance, corporate finance, wealth management, debt capital markets and loan syndication.For the FY ended 31st March 2025, ABC – NBFC has a book size of Rs. 1,26,351 Crores and net PAT of Rs 2501 Crores with 6939 employees and 449 branches. During the last 3 years, the AUM & PAT of ABC – NBFC has grown at a CAGR of more than 31%, outpacing the growth rates of Top 7 Diversified NBFCs. As a result, ABC – NBFC has moved 3 ranks to become 5 th largest diversified NBFC in the last 3 years.

The Human Resources function plays a pivotal role in aligning people strategies with business objectives to drive organizational success. It serves as a strategic partner in fostering a high-performance culture, enhancing employee engagement, and ensuring compliance with labor laws and internal policies. As the custodian of talent, HR is responsible for attracting, developing, and retaining skilled professionals while promoting diversity, equity, and inclusion. In a dynamic business environment, HR continuously evolves to support transformation, innovation, and sustainable growth.

Key Challenges For The Role

Implementing the training architecture and modulating training activities in response to zonal requirements and specifications
Building stake holder alignment to achieve higher levels of engagement & productivity for respective zone
Influence without authority to bring about a learning discipline and create business impact on field
Key Result Areas: Write the key results expected from the job and the supporting actions for each of these key result areas (For a majority of jobs typically there could be 4- 7 key result areas)- Maximum 10 KRAs can be updated

Key Result Areas ( Max 1325 Characters)

Supporting Actions ( Max 1325 Characters)

Delivery and Impact metrics of L&D Architecture for the Zone

Provide inputs and support in designing and development of training architecture basis people insights, market insights, challenges & opportunities specific to assigned zone
Closely work with zones/regional leads to design, plan and executeregion specific training needs
Identify impact metrics and track the same jointly with the regional/zonal leadership
Share joint accountability for business metrics along with Sales leadership
Maintain strong interaction with sales hierarchy for respective zones to ensure implementation of learning initiativesand their follow up activities
Create awareness and drive usage of various sales tools & aids, leading to a disciplined learning environment and improved productivity
Leverage support of all functions in ensuring that desired team is supported well

Managing Training Delivery

Deliver and implement variety of interventions basis architecture, and specific productivity initiatives
Deliver flagship/regional training programs for critical audiences and drive business impact with follow-up
Maintain discipline of using standardized content and ensure that pre-defined processes are followed
Drive adoption and usage of e-learning programs, online assessment / knowledge management system
Maintain regular feedback interaction from zonal leaders and take corrective actions
Cater to zone specific learning needs that may emerge from local challenges and opportunities
Product and Process Induction for new hires joining the system, in addition to Accelerate/Prarambh
Implement and review the process of calendars & participation dashboards
Compile and funnel all training data within timelines to the central team for upload

Training Effectiveness

Maintain primary effectiveness metric as the pre-defined vector and amplitude of business impact
Review feedback of training on quality norms of delivery and content to improvise on the Training modules and ensure zonal flavor
Facilitate in creating and driving a monitoring system to assess change in participants post training and related impact on performance and business
Train and mobilize internal Subject Matter Experts to leverage theirexperience and also to facilitate dispersal of tacit knowledge

Knowledge Management Framework & Online Assessment System

Drive adoption and usage of KMS and Online Assessment System across the assigned zone, and collate feedback for improvement

Learning Technology and HR / ABCU initiatives

Work closely with business and branch influencers to propagate usage of new learning tools and cross-sell enablers atABCL/ABG
Act as the first point of contact for resolving learning tech / systems issues
Collaborate intensively with the HRBP team to drive employee engagement and central HR initiatives
Deliver ABCU skill development trainings (in addition to own calendar) as a shared ABC learning resource, and drive ABCU agenda and periodic initiatives
Job Purpose of Direct Reports: Describe the job purpose of the direct report/s to the job (in 2-3 lines for each report)
Regional Training Manager: Toimplement and execute activities planned as per thelearning architecture for the assigned region through ensuring effective training delivery, post program governance, and close engagement with regional business teams to measure and ensure business impact. Manage stakeholder relationships at regional level and drive impact on identified business metrics through joint interventions and productivity initiatives. Maintaincloseconnect with the FLS/FLM workforce, capture relevant feedback and areas of concern and communicate the same back to HO through regular interactions, coordinate with regional / zonal HR SPOCs to ensure alltraining related as well as non-training related employee issues are addressed effectively and promptly. Ensure on-field shadowing activities to consistently maintain detailed understanding of business environment and challenges faced by the sales and non-sales teams.
Relationships: Describe the nature and purpose of most important contacts or relationship (except superior/team members) with individuals, departments, organizations inside and outside of the organization, that job is required to interact with in order to deliver the job objectives

Relationship Type ( Max 80 Characters)

Frequency

Nature ( Max 1325 Characters)

Internal

Products & Process Teams

Monthly

Inputs on Products, Content

Zonal Business Heads / Regional Business Heads

Weekly

Engage on needs of the business, provide update on the ongoing productivity interventions and seek feedback

Functional Heads

Need based

Provide update on zone-specific learning activity and seek feedback

Zonal HR Team

Need based

For driving learning initiatives, communication and ensuring compliance by business teams on activities

External

Vendors / Institutes

Weekly / Monthly

Support LP-Retail in identifying and entering into project based tie ups with vendors / institutes and organizations

HR Professional & Forums

Ongoing

Keep abreast with best practices, industry trends and potential challenges to talent retention and engagement

Organizational Relationships: Provide the structure for a level above and below the position for which this job description is written. Use position titles in the structured and indicate all the reports of the position.

SIGN-OFF: Provide the name of the Manager and the jobholder. Signature needed for the hard copy of the JD. Hard copy to be maintained in the organizational record.

Job Holder

Reports to – Manager

Name

Multiple

Head – L&D

Signature (needed for the hard copy)

Zonal Training Manager-West