Learning and Development Manager

Role Overview

We are seeking a visionary L&D leader to spearhead our global learning and development strategy. The ideal candidate will drive change management, define competencies, and personalize career paths leveraging AI and micro-modulation techniques. Experience in building competency models, tech skill gap analysis, and partnering with business leaders is critical. The role is a full-time, on-site position based in Delhi, requiring close collaboration with leadership and cross-functional teams to effectively drive organization-wide initiatives.

Key Responsibilities

• Define and implement a robust role taxonomy and skill-dictionary across technology, operations, and service domains.
• Lead role mapping & job levelling to ensure clarity in roles, skills, career paths and capacity planning.
• Design and maintain functional, technical, leadership learning roadmaps; introduce programs such as coaching, mentoring, stretch assignments.
• Institutionalize digital learning platforms (LMS, micro-learning, blended learning) and build culture of continuous learning.
• Establish metrics and dashboards to monitor learning uptake, capability growth, ROI from development programs, skill gaps, etc.
• Establish and execute global L&D strategy aligned with business goals.
• Define core competencies and create distinct career paths for tenured and high-potential talent.
• Leverage AI for predictive trends and skill gap analysis.
• Design formal learning modules and personalized development plans.
• Lead change management initiatives at a global scale
• Drive technology talent development with WAISL exposure.
• Build competency models and learning pathways from scratch.
• Collaborate with leadership for strategic L&D partnering.

Qualifications & Skills

• Postgraduate in Human Resources, Business Management, Organizational Psychology, or related field preferred.
• 10-12 years of progressive experience in talent development preferably in IT / Digital / Technology services.
• Deep experience in designing role taxonomies, skill dictionaries, role mapping, skill gap analysis, leadership / technical capability frameworks, competency modelling and career pathing
• Strong stakeholder management (CXOs, Business Heads, HRBPs), change management.
• Familiarity with tools and technologies: LMS, people analytics, HRIS systems, performance management tools, digital learning platforms.
• Excellent communication skills, presentation, facilitation, influencing across levels.
• Data-oriented mindset; able to use metrics, dashboards to track program impact.