Head of Learning and Development

We're hiring a Head of L&D to build and lead the learning function end-to-end. You'll own the full L&D mandate capability strategy, program design, leadership development, learning technology, and impact measurement across our India HQ and global workforce. This is a build role: you'll partner with the CHRO and business leaders to turn learning into a measurable driver of performance, retention, and internal mobility.

What you'll own

·  L&D strategy — Translate business priorities into a multi-year capability roadmap. Define what good looks like across functional, behavioral, leadership, and technical skills.

·  Capability & skill gap analysis — Run org-wide skill assessments. Partner with function heads to identify critical gaps and build targeted interventions.

· Leadership development — Design and run programs for first-time managers, mid-level leaders, and senior leadership. Build a visible leadership pipeline tied to succession planning.

· Onboarding & role readiness — Own new-hire onboarding and function-specific ramp programs. Cut time-to-productivity for critical roles.

· Program design & delivery — Build blended learning instructor-led, virtual, self-paced, on-the-job with a bias toward application over theory. Manage internal trainers and external vendor partnerships.

·  Learning technology — Select, implement, and optimize the LMS and supporting tools. Own the learning tech stack and its ROI.

· Measurement & impact — Move the function beyond attendance and satisfaction scores. Build frameworks that tie learning to behavior change, performance, and business outcomes.

· Learning culture — Embed continuous learning into the operating rhythm — manager-led coaching, peer learning, knowledge sharing.

What you'll bring

·  12+ years in L&D, with at least 5 years leading the function as Head of L&D, L&D Director, or equivalent

· Prior experience at high-growth services, SaaS, EdTech, IT services, or professional services companies ideally having built an L&D function from the ground up or scaled it through a period of rapid headcount growth

· Track record of having personally designed leadership programs, built competency frameworks, run TNA cycles, and owned LMS implementations not a pure strategist who delegates execution

· Strong grounding in instructional design, adult learning principles, and modern learning methodologies (blended, microlearning, cohort-based, experiential)

· Experience measuring learning impact beyond Kirkpatrick Level 1 and 2 comfortable with behavioral and business-outcome measurement

· Postgraduate degree in HR, Organizational Psychology, Education, or Business. Certifications in instructional design, coaching, or specific leadership frameworks (DDI, FranklinCovey, Korn Ferry) a plus

· Business fluency can connect learning investments to commercial outcomes and defend L&D spend in front of the CFO

First 12 months

·      Multi-year L&D strategy signed off by the CHRO and leadership team

·      Refreshed competency framework and capability map in place across critical functions

·      Working leadership development program with a visible first cohort

·      Onboarding redesigned with measurable improvement in time-to-productivity

·      LMS and learning tech stack rationalized and optimized

·      Impact measurement framework live, with first business-outcome report to leadership