Description
Key Responsibilities
- Learning Strategy & Capability Building
Design and implement annual learning strategy aligned with organizational
objectives.
Conduct training needs analysis (TNA) across functions and business units.
Build competency-based learning frameworks for technical, behavioral,
managerial, and leadership programs.
Create structured learning journeys for employees across career levels.
Support future skill-building initiatives including AI, digital transformation, and
emerging technologies.
- Learning Program Management
Plan, execute, and monitor end-to-end learning programs.
Manage instructor-led, virtual, hybrid, and e-learning interventions.
Ensure smooth training logistics, scheduling, communication, and stakeholder
coordination.
Drive induction and onboarding learning programs for new hires.
Manage leadership development and managerial effectiveness programs.
Partner with business leaders to understand capability requirements.
Collaborate with HR Business Partners and talent teams for development
initiatives.
Engage with internal SMEs, trainers, and external learning vendors.
Present learning insights and dashboards to leadership.
- Digital Learning & Innovation
Leverage LMS/LXP platforms to drive learning adoption and engagement.
Introduce innovative learning methods such as microlearning, gamification, social
learning, and AI-enabled learning solutions.
Monitor digital learning analytics and learner engagement metrics.
Support automation and technology-driven learning initiatives.
- Learning Operations & Governance
Manage learning calendars, budgets, utilization, and vendor governance.
Track training completion, certifications, and compliance metrics.
Ensure high learner satisfaction and operational excellence.
Maintain learning documentation, reports, and audit readiness.
- Learning Effectiveness & Analytics
Evaluate learning impact through feedback, assessments, business metrics, and
ROI analysis.
Prepare monthly and quarterly learning dashboards.
Recommend continuous improvements based on analytics and stakeholder
feedback.
Drive data-driven learning decisions.
- Team Management (if applicable)
Lead and mentor L&D coordinators, specialists, or training partners.
Ensure effective delegation, coaching, and capability development within the
team.
Requirements
The Assistant/Deputy Manager – Learning & Development (L&D) will be responsible for
designing, driving, and managing organization-wide learning initiatives aligned with
business goals, capability building, leadership development, digital transformation, and
employee growth strategies. The role requires strong stakeholder management,
instructional design expertise, learning operations management, vendor coordination,
and the ability to build scalable learning ecosystems.
The incumbent will partner with business leaders, HR teams, and external partners to
identify capability gaps, create impactful learning journeys, and measure learning
effectiveness to enhance organizational performance.
Required Skills & Competencies
Functional Competencies
Learning & Development Strategy
Training Needs Analysis (TNA)
Instructional Design
Leadership Development
Learning Operations Management
Facilitation & Presentation Skills
Learning Analytics & Reporting
Vendor Management
Stakeholder Management
LMS/LXP Management
Digital Learning Solutions
Competency Mapping
Behavioral Competencies
Strong communication and interpersonal skills
Strategic thinking and business orientation
Problem-solving mindset
High ownership and execution excellence
Collaboration and influencing skills
Adaptability and innovation mindset
Project management capability
Job responsibilities
Key Responsibilities
- Learning Strategy & Capability Building
Design and implement annual learning strategy aligned with organizational
objectives.
Conduct training needs analysis (TNA) across functions and business units.
Build competency-based learning frameworks for technical, behavioral,
managerial, and leadership programs.
Create structured learning journeys for employees across career levels.
Support future skill-building initiatives including AI, digital transformation, and
emerging technologies.
- Learning Program Management
Plan, execute, and monitor end-to-end learning programs.
Manage instructor-led, virtual, hybrid, and e-learning interventions.
Ensure smooth training logistics, scheduling, communication, and stakeholder
coordination.
Drive induction and onboarding learning programs for new hires.
Manage leadership development and managerial effectiveness programs.
Partner with business leaders to understand capability requirements.
Collaborate with HR Business Partners and talent teams for development
initiatives.
Engage with internal SMEs, trainers, and external learning vendors.
Present learning insights and dashboards to leadership.
- Digital Learning & Innovation
Leverage LMS/LXP platforms to drive learning adoption and engagement.
Introduce innovative learning methods such as microlearning, gamification, social
learning, and AI-enabled learning solutions.
Monitor digital learning analytics and learner engagement metrics.
Support automation and technology-driven learning initiatives.
- Learning Operations & Governance
Manage learning calendars, budgets, utilization, and vendor governance.
Track training completion, certifications, and compliance metrics.
Ensure high learner satisfaction and operational excellence.
Maintain learning documentation, reports, and audit readiness.
- Learning Effectiveness & Analytics
Evaluate learning impact through feedback, assessments, business metrics, and
ROI analysis.
Prepare monthly and quarterly learning dashboards.
Recommend continuous improvements based on analytics and stakeholder
feedback.
Drive data-driven learning decisions.
- Team Management (if applicable)
Lead and mentor L&D coordinators, specialists, or training partners.
Ensure effective delegation, coaching, and capability development within the
team.
What we offer
Exciting Projects: We focus on industries like High-Tech, communication, media, healthcare, retail and telecom. Our customer list is full of fantastic global brands and leaders who love what we build for them.
Collaborative Environment: You Can expand your skills by collaborating with a diverse team of highly talented people in an open, laidback environment — or even abroad in one of our global centers or client facilities!
Work-Life Balance: GlobalLogic prioritizes work-life balance, which is why we offer flexible work schedules, opportunities to work from home, and paid time off and holidays.
Professional Development: Our dedicated Learning & Development team regularly organizes Communication skills training(GL Vantage, Toast Master),Stress Management program, professional certifications, and technical and soft skill trainings.
Excellent Benefits: We provide our employees with competitive salaries, family medical insurance, Group Term Life Insurance, Group Personal Accident Insurance , NPS(National Pension Scheme ), Periodic health awareness program, extended maternity leave, annual performance bonuses, and referral bonuses.
Fun Perks: We want you to love where you work, which is why we host sports events, cultural activities, offer food on subsidies rates, Corporate parties. Our vibrant offices also include dedicated GL Zones, rooftop decks and GL Club where you can drink coffee or tea with your colleagues over a game of table and offer discounts for popular stores and restaurants!
About GlobalLogic
GlobalLogic, a Hitachi Group Company, is a trusted digital engineering partner to the world's largest and most forward-thinking companies. Since 2000, we've been at the forefront of the digital revolution – helping create some of the most innovative and widely used digital products and experiences. Today we continue to collaborate with clients in transforming businesses and redefining industries through intelligent products, platforms, and services.
