The L&OD and Engagement Specialist will serve as a key driver of organizational capability building and employee engagement initiatives across the enterprise. The incumbent will be responsible for the end-to-end design, development, and execution of Learning & Organizational Development (L&OD) interventions aligned with business strategy. This role demands a seasoned HR professional with a deep understanding of adult learning principles, organizational effectiveness, and a proven track record of delivering impactful people development programs within the IT/ITeS sector.
KEY RESPONSIBILITIES
A. Learning & Development Design and Delivery
- Conduct thorough Training Needs Analysis (TNA) and Learning Needs Identification (LNI) across business units, using surveys, focus groups, performance data, and stakeholder consultations.
- Design and develop comprehensive learning solutions — including instructor-led trainings (ILT), virtual instructor-led trainings (VILT), e-learning modules, blended learning programs, and self-paced learning journeys.
- Facilitate high-impact workshops, leadership development programs, team effectiveness sessions, and behavioral capability-building initiatives.
- Partner with Subject Matter Experts (SMEs) and business leaders to co-create technical and functional training programs.
- Manage the end-to-end learning delivery lifecycle: content design, scheduling, facilitation, participant management, evaluation, and reporting.
- Champion digital learning adoption through LMS administration and the promotion of online learning platforms.
B. Organizational Development Interventions
- Design and implement OD interventions including culture diagnostics, team building, change management support, organizational restructuring support, and values alignment programs.
- Support the development and rollout of competency frameworks, career development pathways, and succession planning initiatives.
- Drive performance enablement initiatives including goal-setting frameworks (OKR/KPI), performance coaching, and manager capability programs.
- Facilitate culture and climate surveys and develop action plans based on insights in collaboration with HR Business Partners and business leaders.
C. Employee Engagement
- Design and lead end-to-end employee engagement surveys, including pulse checks, lifecycle surveys, and focused group assessments; analyze data and drive action planning.
- Conceptualize and execute engagement calendar activities, recognition programs, and community-building initiatives that foster a positive and inclusive workplace culture.
- Collaborate with HR BPs, Communications, and business leaders to strengthen the employee value proposition (EVP) and internal brand experience.
- Monitor engagement metrics and provide meaningful insights to leadership through dashboards and periodic reporting.
D. Stakeholder Management & Collaboration
- Build strong relationships with internal stakeholders including business heads, HRBPs, and senior leadership to ensure L&OD solutions are business-aligned.
- Partner with external vendors, learning solution providers, and facilitators; manage vendor evaluation, onboarding, and performance.
- Represent the L&OD function in relevant people strategy forums, town halls, and cross-functional HR initiatives.
E. Measurement & Continuous Improvement
- Establish and track effectiveness metrics for all L&OD and engagement programs using the Kirkpatrick/Phillips evaluation framework or equivalent methodology.
- Develop and maintain an L&OD dashboard to track program reach, learner completion, impact scores, and business outcomes.
- Stay current with emerging trends in L&D technology, OD practices, and employee engagement strategies to continuously innovate the people development agenda.
