Learning and Development-F&A
2 months 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 skills
Will 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 progress
Develop detailed context of the overall business/processes to be able to proactively assess learning needs and design/conceptualise learning frameworks accordingly
Standardize process training approach and incorporate basic principles like process overviews, shadow, reverse shadow, case studies, assessments and certifications
Understand the knowledge management framework- includes SOP documentation
Rollout periodic refreshers and remediation on Domain and Processes
Should be able to derive and articulate the investments made in learning
Translate requirements into trainings that will groom employees for the next step of their career path
Build annual training program and prepare teaching plans
Stay abreast of the new trends and tools in employee development.
Transfers (KT) for New Transitions
closely with Transitions, Operations (offshore) and onshore teams to design end to end Knowledge transfer framework
KT 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 progress
any learning gaps and drive mitigation steps.
Requirements
Partner with the business to assess learning requirements using Training Needs Identification (TNI) methodologies
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
Experience in creating SIPOC and Process Maps
Train the Trainer Certified (TTT)
Extensive experience in designing multiple training events in a corporate environment
Proficient in instructional design theories and adult learning principles
Good understanding of traditional and modern training methods, tools and techniques
Familiarity with talent management and succession planning
Ability to derive ROI for learning interventions
Excellent presentation, interpersonal, communication, and organizational skills
Ability to work cohesively with onshore, offshore and shared services teams
Proficient in MS Visio(preferred), MS Excel, Dashboards and PowerPoint
Stay abreast on training and development research and industry trends: Deploy best in class learning practices
Partner with vendors partners to facilitate the learning needs for the business
Well versed with Program or project management skills to plan, monitor and report status of learning projects
Experience in using LMS, Dashboards and SharePoint would be an added advantage
Manage Logistics – room bookings, sending invites to participants, rollout surveys, assessments etc.
Education
Postgraduate/Graduate from a reputed institute.
Other Requirements
Flexible work schedule will be required – the individual must be willing to work on rotational shifts as per the business need.
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