Senior Director of Training, Learning
Found in: beBee jobs IN - 2 weeks ago
Senior Director of Training, Learning & Development
Location: India
Role Summary
Development and delivery of an organization-wide strategy and plan for people and organizational development. To develop and implement an organization-wide Learning & Development strategy that facilitates and drives individual development and capability building. This role is accountable for ensuring organizational capabilities, Career paths and Systems set up continue to meet organizational needs.
Role Synopsis
Formulation of Talent Development & Organizational Development strategy aligned to the business and overall client account HR strategy. Define and manage programs, create initiatives, and plans for the building capabilities within a client account. Support and deliver development and application of guidelines, frameworks, toolkits and methodologies. Possess strong knowledge market trends, best practices, legal developments, and technology as well as HR frameworks and people practices.
Role Responsibilities & Qualifications
15+ years of experience overall, with a minimum of 10 years of Learning & Development experience 5+ years of recent experience in the Business Processing Outsourcing (BPO) spaceBackground running day to day business and delivery, as well as an L&D teamLearning & Development
Liaise with senior management and HR Head to align the overall learning and development strategy with the broader business goals of IOA.To design and deliver L&D and OD and change management strategies, processes and interventions that support the Organisation's ambition to be a high performing organisation Responsible for engaging with key business / divisional stakeholders to drive Learning Culture and people capability development across diverse teams in IOA. Oversee training and talent programs to ensure they are contemporary, market leading and impactful. Partner with internal stakeholders and liaise with external experts to offer rich learning programs.Design and deliver programs/interventions under the Leadership Academy to enhance leadership skills at various organizational levels. Oversee training delivery for leadership layers. Support talent imperatives like succession planning and hi-pot development. Coach the L&D team to develop, design, deliver and evaluate high impact learning interventions. Allocate and optimize L&D budget by managing partnerships with Learning partners.Manage L&D data for analysis and ensuring alignment with business goals & vision.To include initiatives which foster a high-performance culture, where valuing learning, continuous improvement and diversity are the normTo commission and manage additional internal or external resources as and when required in order to ensure cost-effective delivery of agreed OD initiatives. To design and facilitate in-house events (e.g. workshops, away days) as required. Prepares budgetary recommendations that meet departmental goals and provide for effective management of resources.Organizational Development
To design and deliver OD and change management strategies, processes, and interventions that support company's ambition to be a high-performing organization; to include initiatives that foster a high-performance culture, where learning and continuous improvement are the norm. To commission and manage additional internal or external resources as and when required in order to ensure cost-effective delivery of agreed OD initiatives. Conduct organizational needs analysis and create training plans to ensure that all employees have the required competencies to excel in their roles. To develop talent development approach and succession planning and to coordinate the contributions of key stakeholders with larger HR strategy to ensure effective implementation. To work with line managers on the design and delivery of appropriate and relevant Personal Development Plans for the staff; and evaluate agreed internally delivered interventions and to ensure the best use of the development budgets. Provide strategic direction and management of assessment, conceptualization, design and roll-out of various short-term and long-term OD interventions around structure, processes and HR / talent management practices to gain a competitive advantageLeverage data from tools like performance reviews, employee surveys and business and HR metrics to develop insightful solutionsUtilize effective change management tools / techniques to embed and sustain acceptance, adoption and usage of OD initiativesStay current on industry best practices through deep research and leverage this knowledge to create and benchmark solutionsHave a keen eye for measuring effectiveness of various solutions with clear, specific metrics-
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