Learning And Development Specialist

Job Title: Learning & Development Lead ( 812 years of experience in L&D / Capability Building roles )

Department: Human Resource

Reporting to: Head HR / CHRO

Business Coverage: Sales, Manufacturing, Corporate & Leadership

Role Purpose

The L&D Lead will own capability building that directly improves business outcomes, not event-based training. The

role is responsible for designing and delivering practical, scalable learning interventions across Sales,

Manufacturing, and Leadership pipelines, with clear linkage to performance, productivity, and ROI.

Key Responsibilities

1. Business-Driven Capability Building

Partner with business and HRBPs to diagnose capability gaps impacting sales, margins, productivity, and

execution

Translate business priorities into clear learning agendas, not generic calendars

Build strong understanding of Tiles vs Marble vs Mosaic sales, channel models, and operational realities

2. Sales & Frontline Capability

Design and deploy sales capability programs (product knowledge, selling skills, negotiations, channel

management)

Enable frontline and mid-manager effectiveness through practical, field-ready interventions

Track learning effectiveness through adoption and on-ground behavior change

3. Leadership & Manager Development

Own leadership capability across first-time managers, mid-management, and senior leaders

Design programs focused on performance management, decision-making, accountability, and people

leadership

Enable managers to run teams better, not just attend workshops

4. Learning Design & Delivery

Design blended learning journeys (classroom, digital, on-the-job)

Curate internal faculty and external partners with strong cost-value discipline

Ensure learning is simple, relevant, and implementable

5. Measurement & ROI Discipline

Define clear success metrics for all programs (application, impact, productivity)

Move L&D from attendance metrics to business impact metrics

Track learning effectiveness with HRBPs and business leaders

6. L&D Governance & Execution

Own annual learning plan, budgets, and vendor management

Ensure high quality of content, delivery, and follow-through

Drive consistency, scalability, and speed of execution

Must-Have Capabilities (Non-Negotiable)

Strong business orientation; understands sales-driven organizations

Ability to connect learning to performance, productivity, and outcomes

High execution bias builds what works, not what looks good

Comfort operating with senior leaders and frontline teams

Should-Have Capabilities (Strong Multipliers)

Experience in sales / field-heavy or manufacturing environments

Exposure to leadership development and manager capability programs

Experience with blended learning, digital tools, or academies

Data-driven mindset for learning effectiveness

Nice-to-Have

Exposure to building materials / manufacturing sectors

Experience setting up sales academies or functional capability frameworks

Familiarity with LMS, digital learning platforms, or analytics tools

Education & Experience

MBA / Masters in HR, Learning & Development, or equivalent

812 years of experience in L&D / Capability Building roles

Key Skills

Capability diagnosis

Learning design & facilitation

Stakeholder management

Sales & leadership development

Program management

Measurement & ROI orientation