Corporate Head - L&D

1. L&D Strategy & Planning

• Develop and execute the overall Learning & Development strategy in line with organizational goals.
• Partner with leadership to identify training needs at all levelscorporate and unit-level.
• Create a yearly L&D calendar aligned with business cycles and department priorities.

2. Training Design & Delivery

• Design and curate programs for on boarding, soft skills, functional training, leadership development, and compliance.
• Collaborate with departmental heads (Front Office, F&B, Housekeeping, Kitchen, etc.) to develop job-specific training modules.
• Identify and manage external training vendors, trainers, and partners.

3. Talent Development & Succession

• Lead the Individual Development Plan (IDP) for high-potential employees.
• Drive succession planning for key roles and build a leadership development framework.
• Promote internal career mobility and cross-functional development.

4. Quality, SOP & Brand Training

• Ensure training delivery supports service excellence and brand standards.
• Collaborate with Quality Assurance for audits and compliance-based training (e.g., safety, hygiene, POSH).
• Implement training linked with audit gaps or guest feedback trends.

5. Monitoring & Evaluation

• Track training effectiveness through feedback, assessments, ROI metrics, and post-training performance.
• Maintain digital records and dashboards for training completion, attendance, and impact analysis.

6. Technology & Innovation

• Leverage LMS (Learning Management System) or e-learning platforms for scalability.
• Encourage a blended learning approach (classroom, virtual, micro learning).
• Create engaging learning content using new-age tools (videos, gamification, simulations).

7. Budget & Governance

• Plan and monitor the L&D budget.
• Prepare periodic MIS and reports for senior management review.