311 Learning And Development Manager jobs in India

About Birlasoft:- Empowered By Innovation

Birlasoft, a global leader at the forefront of Cloud, AI, and Digital technologies, seamlessly blends domain expertise with enterprise solutions. The company’s consultative and design-thinking approach empowers societies worldwide, enhancing the efficiency and productivity of businesses. As part of the multibillion-dollar diversified CKA Birla Group, Birlasoft with its 12,000+ professionals, is committed to continuing the Group’s 170-year heritage of building sustainable communities.

Role Summary:

Learning & Development & Domain Capability Lead is responsible for driving enterprise-wide learning strategies and building deep domain expertise across business. This role combines strategic planning, stakeholder engagement, program execution, and governance to enhance workforce capability, domain readiness, and business impact. The position also involves presenting progress and insights to senior leadership, participating in client meetings and account reviews, and ensuring alignment with organizational goals.

Key Responsibilities:

Learning & Development (L&D):

• Strategic Learning Design:
• Architect and implement learning programs aligned with business goals, including leadership development, technical upskilling, behavioral and domain training.
• Stakeholder Engagement:
• Collaborate with delivery heads and business leaders to identify learning needs and drive adoption across business units.
• Governance & Reporting:
• Track training effectiveness, compliance, and ROI and have regular reviews with leadership.
• Capability Building:
• Contribute to RFPs / RFIs, capability decks, and client presentations to showcase L&D strengths and align with client needs.
• Team Leadership & Mentorship:

Guide team members and SMEs in executing training plans and maintaining quality standards.

Domain Capability Leadership:

• Framework Ownership:
• Design and govern the Domain Capability Framework across verticals with structured L1–L3 learning journeys.
• Program Development & Digitization:
• Create and digitize L1 eLearning modules and assessments; govern L2/L3 certifications with SMEs and external partners.
• Compliance & Reporting:
• Drive domain training compliance across verticals, sharing quarterly dashboards with VBU leaders and micro-vertical heads.
• Client-Facing Enablement:
• Support domain readiness for client audits, reviews, and onboarding by aligning learning with account-specific needs.

Leadership & Presentation Responsibilities:

• Executive Communication:
• Present learning and domain capability progress to senior leadership, including skip-level reviews and strategic forums.
• Account Management Reviews:
• Represent L&D and domain capability metrics, impact stories, and future plans in account-level governance and client-facing reviews.
• Client Meetings & Reviews:

Participate in client meetings to present our capabilities. Address client queries and align learning initiatives with client expectations.

• Stakeholder Influence:
• Drive alignment and buy-in from cross-functional leaders through structured presentations, dashboards, and capability showcases.

Skills & Competencies:

• Strategic thinking and execution
• Excellent communication skills
• Learning analytics and needs assessment
• Stakeholder management and executive communication
• Domain knowledge across industries
• Data-driven decision-making and reporting
• Instructional design and digital learning tools
• Governance and compliance management
• Leadership skills

Experience and Qualification:

• 15 – 18 years of work experience in L&D function
• Graduate in any discipline with MBA in HR preferred
• Should have experience of handling teams

About Rapido

We are India’s largest bike-taxi platform, steadily venturing into Auto, Cabs, Delivery, Rental, and more. Currently, present in ~100 cities, we are growing close to ~50% year-on-year with steady funding. We have changed the concept of intra-city travel and made last-mile connectivity affordable to all. Along with being the #1 choice of 40 million people, we have also built a solid captain base of over 5 million registered captains, who have bettered their lives with Rapido. As an employer, we provide a lot of ownership to our team members providing multiple avenues for them to grow within the company. You will only grow with us with the right balance of ambition, fun, and transparent work culture!

Rapido Cabs made its debut on May 2023, marking the commencement of its services in eight cities. Notably, Hyderabad, Bangalore, and Delhi stand out as the primary cities for this initial launch. However, the ambitious plan includes an extensive expansion to encompass over 50 cities in the coming 12 months.

Opportunities don't happen, you create them!

Job Summary:

The Learning and Development (L&D) Manager will be responsible for establishing and managing the Technical and Functional Academies within Rapido. This role focuses on ensuring that employees have access to the technical and functional skills needed to excel in their roles and drive the company forward. The L&D Manager will design, implement, and manage targeted learning programs, assessments, and development initiatives to enhance employee proficiency and productivity.

Job Responsibilities:

1. Organizational Development Programs

Develop and execute OD programs to solve identified challenges at org/ dept/ team level.Conduct & Analyze organizational assessments to identify areas for improvement and recommend solutions. Partner with leadership to design and implement change management strategies for business transformations.

2. Culture Transformation

Assess the current organizational culture and identify gaps against desired values and behaviors.Design and implement culture change initiatives that foster employee engagement, innovation, and inclusivity. Lead workshops, focus groups, and initiatives to promote culture transformation.

Monitor and measure the impact of cultural transformation efforts.

3. Leadership Development

Design and deliver leadership development programs to build high-performing leaders aligned with the company’s culture and strategy. Coach leaders to drive cultural alignment and champion change initiatives.

Design and implement Leadership journey, curriculum, Identify and assign executive coaches

4. Employee Engagement

Develop and implement strategies to enhance employee engagement and retention.Analyze engagement survey results and partner with leaders to create actionable plans for improvement

5. Learning and Development

Identify skill gaps and create tailored training programs in collaboration with business.Facilitate workshops and training sessions on topics such as collaboration, communication, and cultural alignment.

6. Change Management

Serve as a change management expert, ensuring smooth transitions during organizational shifts.Develop tools, processes, and communication plans to support change initiatives.

7. Cross-Functional Collaboration

Collaborate with HR, Talent Acquisition, and other teams to ensure alignment of OD and culture strategies with broader organizational goals. Act as a trusted advisor to senior leaders on matters of culture, change, and organizational growth.

Key Qualifications:

Bachelor’s degree in Human Resources, Organizational Development, Psychology, or a related field.

Master’s degree or certifications in OD, Change Management, or Culture Transformation are a plus.

Experience:

Minimum 5 to 7 years of experience in organizational development, culture transformation, or a similar role. Proven success in designing and implementing culture change and OD strategies.

Skills:

Strong understanding of organizational behavior, change management frameworks, and employee engagement strategies.

Excellent facilitation, communication, and interpersonal skills.

Analytical mindset with experience in using data to drive decision-making.

Ability to influence and build relationships at all levels of the organization.

Proficiency in tools like Microsoft Office, survey platforms, and project management tools.

Company Overview

GREATBELL HR Consultancy Services PVT LTD is a specialized recruitment agency operating within the Human Resources Services industry. Focused on technical and hospitality manpower recruitment, the company caters to around 500 businesses across India. With headquarters in Cochin, Kerala, GREATBELL offers a personalized touch with its small team of 2-10 employees. Visit our website to learn more about our services.

Job Overview

We are seeking an Executive Learning and Development Manager to join our team. Based in Thiruvananthapuram, Kollam, Ernakulam, Munnar, or Varkala, the role demands a professional with 10 to 30 years of experience. This full-time position entails overseeing the development and execution of training programs, ensuring alignment with strategic goals, and fostering a culture of continuous learning within the organization.

Qualifications and Skills

• Minimum 10 years of work experience in learning and development within the hospitality industry.
• Must ensure training aligns with hotel's strategic goals and operational needs (Mandatory skill).
• Ability to train the trainer for all departments effectively (Mandatory skill).
• Demonstrated focus on aligning training with the hotels strategic goals and fostering a culture of continuous learning (Mandatory skill).
• Strong skills in team learning and development, supporting the growth of all team members.
• Experience developing and maintaining relationships with hospitality schools for internships and potential hires.
• Proven ability to work on a 12-month training needs analysis that aligns with the resort business plan.
• Experience evaluating training programs to enhance employee skills and knowledge, ultimately improving guest experience and operational efficiency.

Roles and Responsibilities

• Design and implement comprehensive learning strategies and programs aligned with business needs.
• Build and maintain effective relationships with all departments to support their training requirements.
• Assess the success of development plans and help employees make the most of learning opportunities.
• Create and oversee the execution of a training calendar that supports the strategic goals of the organization.
• Stay updated on industry trends to tailor programs to evolving hospitality standards and needs.
• Ensure training platforms and processes are up to date and user-friendly for all employees.
• Coordinate and engage with external training providers and assess their utility in meeting organizational goals.
• Facilitate regular feedback mechanisms to ensure continuous improvement of training programs.

About Voya India:

Voya India, formerly known as VFI SLK, pioneers the transformation of the financial services customer experience through the art of technology, innovation, and human creativity. We are dedicated to delivering cutting-edge solutions to Voya’s Health (employee benefits), Wealth (retirement), and Investment Management businesses. Our expertise lies in crafting inventive customer-centric solutions by digitizing, automating, and optimizing technology and business processes.

Website

About the Role:

Role Overview

As a Learning Partner, you will act as a strategic advisor and learning consultant to enable functional capability, process proficiency, and power skill development. You will collaborate closely with business leaders, HRBPs, and subject matter experts to co-create and deploy impactful learning solutions aligned with operational priorities, regulatory needs, and employee growth.

The Learning Partner will play a critical role in managing the end-to-end learning cycle for the assigned business unit, from Training Needs Identification (technology, functional and domain skills) to program execution, facilitation and impact measurement.

Key Responsibilities:

1. Stakeholder Management:

• Act as the primary point of contact for the assigned business unit, ensuring regular communication and alignment on learning priorities; Represent the L&D function in key business and functional forums.
• Build and maintain strong relationships with business leaders and key stakeholders to understand business objectives to offer proactive solution
• Partner with leadership to ensure learning solutions align with talent development goals and business strategy.

2. Training Needs Identification (TNI):

• Conduct comprehensive TNI assessments by collaborating with business stakeholders to identify skill gaps, development needs, and future capability requirements.
• Analyze performance data, employee feedback, and business insights to determine the learning interventions required.

3. Learning Strategy, Program Design and Content Development:

• Facilitate learning strategies and solutions(Internal and External) that meet the identified needs, ranging from leadership development, functional skills, and soft skills to role-based learning.
• Curate or design learning programs that leverage blended learning methodologies, including digital, classroom, workshops, and on-the-job learning.
• Ensure learning programs are tailored to the unique needs of the business unit, offering personalized and relevant content.
• Design curriculum/content tailored to the assigned business vertical
• Domain-Specific Learning Programs- Develop advanced training modules on accounting principles, risk analysis, and financial regulations; Integrate real-world scenarios to enhance practical application

4. End-to-End Learning Cycle Management:

• Oversee the planning, coordination, and execution of learning interventions from start to finish.
• Manage the delivery of training programs, ensuring seamless execution, and collaborate with facilitators, trainers, and external vendors as needed.
• Ensure logistical arrangements for training sessions, such as scheduling, communications, and materials, are handled efficiently.
• Standardize learning approach and incorporate basic principles like process overviews, shadow, reverse shadow, case studies, assessments and certifications
• Facilitate programs as required
• Understand the knowledge management framework- includes SOP documentation

5. Impact Reporting & Analysis:

• Establish key metrics and KPIs to measure the effectiveness and impact of learning interventions to generate impact reports and program ROI
• Conduct pre and post-training assessments and feedback collection to evaluate learner engagement, skill development, and overall program success.

6. Continuous Improvement:

• Monitor industry trends and advancements in learning domain to enhance the effectiveness of the learning programs.
• Continuously gather feedback from learners and stakeholders to improve the design, delivery, and content of the training programs.
• Knowledge Transfers (KT) for New Transitions:
• Work closely with Transitions, Operations (offshore) and onshore teams to design end to end Knowledge transfer framework
• Create KT detailed plan (internal training, external training, SME needs during external training, shadow-reverse shadow plan with milestones for assessment and certification)
• Track, monitor and report training progress
• Stay updated on financial regulations and industry standards.

7. Learning Culture & Enablement

• Promote a continuous learning culture through campaigns, study circles, learning champions, and peer-led initiatives.
• Enable digital learning adoption through platforms like LinkedIn Learning, internal LMS, etc.

Key Competencies and skills:

• Strong stakeholder management and consulting skills.
• Excellent interpersonal, communication, and organizational skills
• Familiarity with adult learning principles and evaluation models (e.g., Kirkpatrick)
• Exposure to learning tech platforms and analytics.
• Proficient in Instructional design and e-learning development
• Good understanding of traditional and modern training methods, tools and techniques
• Proficiency with MS office tools specially ppt, excel etc
• Ability to work cohesively with onshore, offshore and shared services teams
• Vendor Management

Required Qualification and Experience

• Minimum 12 to 15 years of experience in L&D, preferably in FnA or related domains
• Proven experience in stakeholder management and leading learning initiatives end-to-end.
• Excellent project management and organizational skills.
• Familiarity with learning technologies and platforms (e.g., LMS, LinkedIn Learning, etc.).
• Program Facilitation, Content Development
• Certification in PMP, AZ-900, LOMA, or Six Sigma preferred

Education

• Postgraduate/Graduate from a reputed institute

Domain Requirement

• Strong understanding of financial processes, compliance, and accounting standards.
• Experience in a GCC or global shared services environment preferred.

PharmaACE is a growing Global Healthcare Consulting Firm, headquartered in Princeton, New Jersey. Our expert teams of Business Analysts, based across the US, Canada, Europe, and India provide Analytics and Business Solutions using our worldwide delivery models for a wide range of clients. Our clients include established, multinational BioPharma leaders and innovators, as well as entrepreneurial firms on the cutting edge of science. We have deep expertise in Forecasting, Business Analytics, Competitive Intelligence, Sales Analytics, and the Analytics Center of Excellence Model. Our wealth of therapeutic area experience cuts across Oncology, Immuno science, CNS, CV-Met and Rare Diseases. We support our clients' needs in Primary Care, Specialty Care, and Hospital business units, and we have managed portfolios in the Biologics space, Branded Pharmaceuticals, Generics, APIs, Diagnostics, and Packaging & Delivery Systems.

Role

We are looking for a person who will be responsible for design, development and implementation of learning initiatives as per business' and organization's priorities. This person will develop and implement effective Training and Development strategies.

Key Responsibilities:

Learning Strategy & Needs Identification

• Conduct Training Needs Identification and Analysis (TNI/A) in consultation with business leaders and functional heads.
• Translate organizational and business priorities into a comprehensive learning roadmap.
• Design and implement structured learning interventions, incorporating blended learning approaches such as instructor-led training (internal and external), e-learning, coaching, action learning, and mentoring.

Program Design & Execution

• Lead creation of high-quality content across internal platforms (town halls, newsletters, HR updates, intranet) and external channels (press releases, blogs, social media, whitepapers).
• Develop thought-leadership articles showcasing PharmaACE’s expertise in pharma analytics and consulting.
• Ensure messaging consistency across all touchpoints, reinforcing a strong employer brand.

Training Delivery & Evaluation

• Deliver select behavioural and leadership training sessions.
• Assess training effectiveness through post-program evaluations and impact measurement; share actionable insights with stakeholders.

Vendor & Budget Management

• Identify, evaluate, and manage external training vendors and partners.
• Manage the L&D budget effectively, ensuring ROI on learning initiatives.

Engagement & Communication

• Develop and publish the L&D newsletter to highlight key learning initiatives and promote a learning culture.
• Drive learner engagement through innovative communication, platforms, and campaigns.

Qualifications and Requirements:

Education & Experience

• Bachelor’s degree required, master’s in human resources or related field preferred.
• 5–9 years of progressive experience in Learning & Development, ideally in pharma, consulting, or other knowledge-based industries.
• Demonstrated experience in designing, implementing, and evaluating learning programs across levels.

Skills & Competencies

• Strong understanding of the end-to-end L&D lifecycle (TNI/A, design, delivery, and evaluation). Excellent facilitation and communication skills; ability to conduct behavioral trainings.
• Strategic mindset with business acumen to align learning interventions with organizational goals. Proficiency with Learning Management Systems (LMS) and self-paced learning platforms preferred.
• Strong project management, stakeholder engagement, and analytical skills.
• Experience in competency frameworks and leadership development preferred.

What We Offer

• A leadership-visibility role with direct impact on PharmaACE’s corporate narrative.
• Exposure to global pharma clients and consulting practices.
• Opportunity to shape employer brand and communication strategy at scale

Company Overview

Sir H. N. Reliance Foundation Hospital and Research Centre is a technologically-advanced, multi-speciality tertiary care hospital located in Mumbai. Known for its commitment to healthcare excellence, the hospital provides advanced diagnostic services and a wide range of medical care, operating under a principle of respect for life. With a history dating back to 1918, it continues to maintain its legacy of excellence with a strong emphasis on values and service. For more information, visit rfhospital.org .

Job Overview

We are seeking a dynamic Learning and Development Executive to join our team at Sir H. N. Reliance Foundation Hospital & Research Centre in Mumbai. This full-time, junior-level position requires a minimum of 1 year of relevant work experience. The ideal candidate will be responsible for delivering efficient training and development programs, contributing to the growth and engagement of our employees.

• Qualifications and Skills
• MBA/masters in HR (Mandatory educational qualification).
• Minimum of 1 year of experience in Learning and Development (Mandatory experience requirement).
• Training delivery experience is essential, with the ability to create engaging and impactful learning sessions (Mandatory skill).
• Proficiency in content development to design training materials suitable for a health care environment (Mandatory skill).
• Expertise in workshop facilitation to guide and develop employees effectively (Mandatory skill).
• Familiarity with e-learning platforms, incorporating digital tools into training programs to enhance learning experiences.
• Strong skills in needs assessment to identify the training needs of different departments and tailor courses accordingly.
• Ability to foster employee engagement through innovative training techniques and motivational strategies.
• Excellent presentation skills to deliver clear and concise information to diverse groups of learners.
• Data analysis capabilities to measure the impact of training programs and identify areas for improvement.

• Roles and Responsibilities
• Develop and deliver comprehensive training programs that support the hospitals strategic goals and enhance staff competency.
• Collaborate with department heads to ascertain employee training needs and develop relevant learning resources.
• Facilitate workshops and seminars that promote a culture of continuous learning and professional growth.
• Utilize e-learning platforms to make training accessible, engaging, and interactive for hospital staff.
• Monitor and evaluate the effectiveness of training programs, using data to inform and improve future initiatives.
• Work closely with teams to ensure alignment between training objectives and organizational priorities.
• Create and update training content, ensuring it meets the latest industry standards and hospital needs.
• Drive employee engagement and participation through innovative and inclusive training approaches.

• Develop and execute a holistic talent management strategy aligned with organizational goals.
• Oversee the talent acquisition process, from employer branding and sourcing to selection and onboarding.
• Design and implement robust performance management systems.
• Develop and manage employee development programs, including training, leadership development, and succession planning.
• Create and implement effective retention strategies to minimize employee turnover.
• Analyze HR data and metrics to identify trends and inform talent management decisions.
• Ensure compliance with all labor laws and HR regulations.
• Lead and mentor the HR team, fostering a culture of excellence and continuous improvement.
• Collaborate with senior leadership to anticipate future workforce needs and talent gaps.
• Manage the HR budget and ensure efficient resource allocation.
• Develop and maintain positive employee relations.
• Champion diversity, equity, and inclusion initiatives within the organization.

• Master's degree in Human Resources Management, Business Administration, or a related field.
• Minimum of 8 years of progressive experience in Human Resources, with a strong focus on Talent Management.
• Proven experience in developing and implementing successful talent acquisition, development, and retention programs.
• In-depth knowledge of HR best practices, employment law, and HRIS systems.
• Excellent leadership, strategic thinking, and problem-solving skills.
• Strong communication, interpersonal, and influencing abilities.
• Demonstrated ability to manage multiple priorities and lead teams in a dynamic environment.
• Experience in a hybrid work setting is advantageous.
• Professional HR certifications (e.g., SHRM-SCP, HRCI) are a plus.