Learning and Development Partner
1 week ago
Location:
Bangalore
Experience:
13+ years' overall experience, of which over 8+ years of experience should be in learning and development role.
Domain Requirement:
Experience of handling/leading L&D practice for Operations across areas of Investment Management/Finance & Accounting/Actuarial/Marketing/communications and or Sales Enablement (RFP) etc.
in the US market.Role Overview:
Operations Learning specialist is primary responsible leading/managing end to end learnings of the aligned Business unit.
The individual will be responsible to identify the training needs and create learning solutions for Functional / Domain trainings, Process, Technical and Behavioral skillsWill be responsible to enhance the behavioral competencies of employees by developing/designing and conducting training programs that will facilitate 360 employee development and boost employee's workplace performance in alliance with company's core values.
Role :1 .Needs Analysis and Curriculum Development:
- Conduct thorough assessments to identify skill gaps and learning needs within financial accounting and investment management teams.- Develop comprehensive training curricula tailored to the specific challenges and advancements in these domains.
2
Domain-Specific Training Programs:
- Design and implement advanced training programs focusing on financial accounting principles, investment analysis, risk management, and compliance requirements.- - Integrate real-world case studies and scenarios to enhance practical application of knowledge.
3 .
Regulatory Compliance and Industry Standards:
- - Stay abreast of changes in financial regulations, accounting standards, and industry best practices etc.- Ensure training materials are regularly updated to align with the latest regulatory requirements and industry advancements.
4
Advanced E-Learning Solutions:
- Harness cutting-edge e-learning technologies to create engaging and interactive modules.- Develop a repository of digital resources, including webinars, simulations, and virtual classrooms, to cater to diverse learning styles.
5
Cross-Functional Collaboration:
- Collaborate with subject matter experts, senior management, and department heads to align learning initiatives with organizational goals.- Facilitate knowledge-sharing sessions and cross-functional collaboration to leverage collective expertise.
6 .
Performance Evaluation and Continuous Improvement:
- Establish key performance indicators (KPIs) to measure the effectiveness of training programs.- Analyze feedback and metrics to continuously refine and enhance learning experiences.
7
Mentorship and Professional Development:
- Implement mentorship programs and initiatives that foster ongoing professional growth.- Identify opportunities for individualized coaching and development plans.
Acts as single point of contact for "all trainings" – plan, execute and regular report out to leadership on learning progressDevelop detailed context of the overall business/processes to be able to proactively assess learning needs and design/conceptualise learning frameworks accordinglyStandardize process training approach and incorporate basic principles like process overviews, shadow, reverse shadow, case studies, assessments and certificationsUnderstand the knowledge management framework- includes SOP documentationRollout periodic refreshers and remediation on Domain and ProcessesShould be able to derive and articulate the investments made in learningTranslate requirements into trainings that will groom employees for the next step of their career pathBuild annual training program and prepare teaching plansStay abreast of the new trends and tools in employee development.
Transfers (KT) for New Transitionsclosely with Transitions, Operations (offshore) and onshore teams to design end to end Knowledge transfer frameworkKT detailed plan (internal training, external training, SME needs during external training, shadow-reverse shadow plan with milestones for assessment and certification)monitor and report training progressany learning gaps and drive mitigation steps.
RequirementsPartner with the business to assess learning requirements using Training Needs Identification (TNI) methodologiesExperience of handling/leading L&D practice for Operations across areas of Investment Management, Finance & Accounting, Actuarial, Marketing/communications and or Sales Enablement (RFP) etc.
Extensive experience in designing multiple training events in a corporate environmentProficient in instructional design theories and adult learning principlesGood understanding of traditional and modern training methods, tools and techniquesFamiliarity with talent management and succession planningAbility to derive ROI for learning interventionsExcellent presentation, interpersonal, communication, and organizational skillsAbility to work cohesively with onshore, offshore and shared services teamsProficient in MS Visio(preferred), MS Excel, Dashboards and PowerPointStay abreast on training and development research and industry trends:
Deploy best in class learning practicesPartner with vendors partners to facilitate the learning needs for the businessWell versed with Program or project management skills to plan, monitor and report status of learning projectsExperience in using LMS, Dashboards and SharePoint would be an added advantageManage Logistics – room bookings, sending invites to participants, rollout surveys, assessments etc.
EducationPostgraduate/Graduate from a reputed institute.
Other RequirementsFlexible work schedule will be required – the individual must be willing to work on rotational shifts as per the business need.
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