About the Role

As Senior Executive - L&D at redBus, you will drive skill development for employees across tech and non-tech teams. You will identify skill gaps, design and deliver learning interventions to close them, and own the end-to-end process from finding and onboarding the right trainers and vendors to curating and delivering content in-house. You will have cross-functional exposure to identify and meet learning needs across the organization. Your work will ensure our people have the competencies they need to meet redBus's business goals, and that learning is embedded into how teams operate every day.

Key Responsibilities

Skills & Competency Framework

● Own and maintain the skills and competency framework, keeping it current as roles and business needs evolve.

● Champion awareness of competencies and learning charters, and help individuals and teams use the framework to plan their development.

● Drive the rollout and adoption of learning frameworks across teams.

Learning Design & Delivery

● Assess skill gaps across functions and design targeted interventions - external training, internal programs, and blended or digital formats to address them.

● Curate and maintain an L&D calendar for the Financial Year and ensure budget computations are in place.

● Organize and conduct training and awareness sessions, researching and delivering content in-house where appropriate.

● Curate and maintain a library of relevant learning content and resources, with a focus on tech and product teams.

● Publish monthly and quarterly L&D reports for audit and visibility purposes.

● Experiment with new formats and approaches to keep learning interventions impactful as business needs evolve. Show creativity and proactiveness in improving L&D initiatives and delivery, not just limited to theory but practical takeaways.

● Capture feedback and monitor employee engagement during L&D interventions.

Vendor & Trainer Management

● Identify, evaluate, negotiate and onboard external vendors and trainers.

● Ensure business relevance and alignment with external vendors.

● Manage ongoing vendor relationships, including quality, scheduling, and cost-effectiveness.

● Ensuring adherence to organizational compliance while managing vendors.

Stakeholder Engagement

● Partner with team managers and HRBPs to integrate training plans into team activities and ensure adoption.

● Develop communication and engagement strategies that build visibility and enthusiasm for learning initiatives.

● Collaborate with the Admin to ensure logistics are arranged for the trainings and events accordingly.

● Update relevant stakeholders on the success metrics of L&D initiatives, training impact, engagement levels, and forward-looking improvements through timely sharing of the feedback report.

Measurement & Improvement

● Use data, dashboards, and analytics to track learning participation, progress, and outcomes.

● Refine programs and the competency framework based on what the data shows.

● Publish training summaries and the way forward for the respective training conducted.

What You'll Bring

Required

● 2–3 years of L&D experience, with a Master's degree in HR.

● Hands-on experience managing or implementing competency frameworks.

● Experience designing learning initiatives and interventions with measurable impact.

● Strong stakeholder management skills; comfortable engaging people across functional, technical, and operational areas.

● Excellent written and verbal communication skills.

● Comfort with data: Good with collecting, analyzing, and representing data. Able to use dashboards and analytics to measure and improve learning outcomes.

● Experience managing vendor and trainer relationships.

● Familiarity with digital learning tools and platforms (LMS, e-learning content, virtual delivery).

● Comfort with widely-used AI tools in the HR domain.

Preferred

● Experience in a product-based or high-growth technology organization.

● Exposure to designing learning for technical and non-technical audiences.

Who Thrives Here

You're adaptable and energized by a fast-paced environment. You are unafraid to take charge, can approach stakeholders confidently and are high on accountability. You understand the business context behind L&D; how learning connects to broader organizational goals and you model continuous learning yourself.

Senior Executive Learning & Development