Job Description

3) 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 5th 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

4) Key Result Areas: Writethe 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

5) 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.

6) 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

7) 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