Head of Learning and Development

1. Role Purpose:-

Lead the organization's people capability and talent management agenda at a strategic and operational level. As Head of POC, you will architect frameworks, govern processes, and drive measurable outcomes across training, talent journeys, and organizational development — ensuring the business has the capability to scale sustainably.

A. Capability Strategy & Execution

•    Own and continuously evolve the POC framework end-to-end

•    Lead Training Need Analysis (TNA) and Training Need Identification (TNI)

•    Translate insights into business-aligned training plans and capability dashboards

•    Drive training throughput, milestones, and quality standards

•    Maintain records — dashboards, calendars, reports — and adhere to SOPs

B. Talent Management & Career Journeys

•    Architect employee lifecycle mapping and progression frameworks

•    Lead skill mapping and OSM-driven talent optimization

•    Design and oversee IJP, IDP, ODP, and ADP programs at scale

•    Drive retention through structured, data-backed career pathing

C. Innovation & Digital L&D

•    Lead LMS design, implementation, and training automation

•    Build and deploy digital sales models, modules, and engagement platforms

•    Own franchise onboarding and corporate career progression programs

•    Identify and embed L&D trends and innovations into the framework

D. Learning Excellence

•    Curate and continuously refresh service training modules for all stakeholders

•    Establish TTT (Train-the-Trainer) programs and trainer quality standards

•    Conduct delivery audits and module enhancement reviews

•    Drive alignment meetings and internal communication with trainers

E. Governance & Compliance

•    Design, implement, and audit org-wide SOPs and compliance processes

•    Ensure adherence to CPP, MAS, requisition, and hierarchy documentation

•    Govern POC operational processes and program adherence

•    Organize townhalls and lead timely report submission cycles

F. People Centricity & OD

•    Champion people alignment with organizational goals

•    Create and implement career progression paths across levels

•    Manage escalations, redressal committees, and sign-off processes

•    Support franchisee structure alignment and outlet-level effectiveness

G. Stakeholder & Team Leadership

•    Lead, develop, and performance-manage the L&D team and internal trainers

•    Upskill internal and external trainers per the capability framework

•    Drive cross-functional alignment with all business verticals

•    Enable timely talent recognition and structured remedial planning

Skill:-

% completion of capability building initiatives vs. plan

Training attendance and throughput metrics

Adherence to SOP and reporting deadlines

Employee retention and internal movement statistics

Timeliness and quality of career progression frameworks

Stakeholder satisfaction and engagement scores

Education :-

Graduate in HR, Business Administration, or related field.

Postgraduate qualification or professional certifications in L&D / Talent Management strongly preferred.

Experience:-

8–12 years in Learning & Development, Talent Management, or Capability Building roles.

Minimum 3 years in a leadership or head-of-function capacity. Prior experience with SOP/process development and franchise/multi-unit environments required.

Core Skills

•    Strategic planning and program architecture

•    Strong project and stakeholder management

•    Data-driven mindset with high process orientation

•    Excellent facilitation and communication skills

•    Ability to design and deploy digital training tools and LMS

•    Business acumen with franchise/multi-unit exposure

Working Days:- 6 Days (Sunday Off)