JOB DESCRIPTION

Job Role: Team Lead - Learning & Development

Job Role ID:

SECTION I: BASIC INFORMATION ABOUT THE JOB ROLE

Job Role Variant: Team Lead - Learning & Development

Manager Job Position: Leader - Learning & Development

Job Position ID:

Value Stream: People, Culture & Infrastructure

Job Family: Human Resources

Sub-Job Family: Learning & Development

Candidate with Experience in Technical L&D in Oil & Gas industry preferred.

SECTION II: PURPOSE OF THE ROLE

To drive learning agenda aligned to Business priorities to build Technical, Behavioural & Leadership capabilities in the organization to ensure that the workforce is current and future ready. The role involves partnering with stakeholders across all levels and crafting innovative learning solutions to address complex business problems.

SECTION III: KEY RESPONSIBILITIES AND ACCOUNTABILITIES OF THE ROLE

Responsibilities

Learning Need Analysis

• Carry out learning need identification process in alignment with organizational objectives and performance goals, ensuring a systematic and data-driven approach
• Conduct detailed and comprehensive analysis of the identified learning needs, utilizing various sources such as performance appraisals, feedback from managers, employee surveys, and skill assessments

Learning Plan Creation

• Conduct thorough segmentation of learning needs, considering various factors such as job roles, skill levels, and departmental requirements, to create a comprehensive and targeted learning plan that aligns with organizational objectives
• Publish monthly, quarterly, and annual learning plans that outline the specific training programs, workshops, and development initiatives to be executed, ensuring transparency and accessibility to all stakeholders
• Collaborate with relevant stakeholders, including HR, functional leaders, and subject matter experts, to validate and refine the learning plan, incorporating their inputs to address specific business needs
• Create a well-defined budget request based on the learning plan, detailing the financial resources required to implement the training interventions effectively

Design, Development and Execution

• Design and drive Capability Development Operating Plan and deploy the same effectively to deliver business impact
• Collaborate closely with business leaders to develop and periodically review the Capability Development Roadmap, keeping it agile and responsive to evolving business needs and overall talent strategy
• Identify and leverage internal Subject Matter Experts (SMEs) and establish partnerships with external vendors to curate and deliver diverse and impactful Capability Development interventions
• Keep abreast with latest technology and methodologies to understand best practices and update the Capability Development processes accordingly
• Design targeted and impactful training interventions that address the specific learning needs of individuals and teams within the organization

Analytics

• Conduct thorough assurance and evaluation processes, adhering to established procedures, to assess the effectiveness and compliance of various initiatives and projects
• Regularly publish detailed and insightful dashboards to key stakeholders, providing transparent and data-driven insights into the outcomes of the assurance and evaluation activities
• Initiate corrective actions whenever required based on the findings of the assurance and evaluation processes, ensuring continuous improvement and adherence to quality standards

Policies, Processes and Procedures

• Assist L&D Head in formulation of overall plans and ensure day-to-day execution in line with function standards & regulations
• Implement new initiatives/ projects as per established policies to meet future learning & development requirements of the organization
• Review learning policies and procedures on a periodic basis and provide inputs for improvements in business processes, specifications and best practices
• Ensure adherence to all processes across the learning value chain

People Management

• Participate in recruitment activities and ensure retention/engagement of own team
• Set performance objectives of own team, evaluate/appraise team members and provide regular feedback and guidance
• Guide, mentor and develop own team to take larger and complex responsibilities
• Evaluate training and development requirements for own team and make recommendations for learning interventions

SECTION IV: SUCCESS METRICS (TOP 3-5 KPI's)

• Team/ Function/ Department Budget variance (actual vs planned)
• Vendor costs - actual v/s budgeted
• Employee satisfaction index
• % workforce covered in training need assessments
• No. training programs rolled out for critical business processes/ operations
• Training effectiveness (feedback scores from participants and managers, % improvement in productivity / performance post training)
• Diversity ratio vs target across levels within own function

SECTION V: OPERATING NETWORK

Internal: HR Team, Business Heads, Line Managers, Function Academy, IT

External: Consultants and third party vendors, learning experts

SECTION VI: KNOWLEDGE AND COMPETENCIES

Education Qualifications

Master's in Business Administration - Human Resources Management

Experience (Must Have & Good to Have)

9 to 12 years of experience in Learning & Development (field/industry/domain) with at least 5+ years of experience in designing and deploying organization wide learning interventions

Functional / Behavioural competencies required to execute the role

Functional Competencies

• Knowledge of assessing and identifying human performance needs
• Design learning interventions
• Understanding of learning, management and leadership development frameworks
• Understanding of development and deployment of learning interventions
• Learner experience creation and enhancement
• Understanding of Learning Technologies
• Learning Analytics
• Knowledge of Branding & Communication

Behavioral Competencies

• Collaboration & Partnering
• Influencing & Stakeholder Management
• Decision Making
• Customer Orientation
• Team Building & Development
• Coaching & Mentoring

SECTION VII: CAREER MOVEMENTS

Feeder Roles:

Team Member - Learning & Development

Possible Next Role Movement:

Leader - Learning & Development