Head - Learning and Development

Key Result Areas ( Max 1325 Characters) | Supporting Actions (Max 1325 Characters) | Learning Strategy & Governance | - Lead end-to-end execution of the Learning & Development strategy aligned to business priorities. - Conduct structured Training Needs Analysis (TNA) across Sales, Service, and enabling functions. - Design and periodically refresh the organization-wide learning architecture using the 70:20:10 framework. - Present monthly, quarterly, and annual learning plan reviews and impact analysis to leadership. - Partner with HR COEs (Talent Acquisition, HRBPs, Talent Management) to ensure alignment of learning initiatives with capability building and career pathways | Sales Capability & Functional Learning | - Design and implement structured learning journeys for Sales and Service teams, covering product knowledge, domain depth, consultative selling, objection handling, and mindset shift. - Build dedicated capability frameworks for emerging channels such as DHNI and Alternate Sales in partnership with functional heads. - Calendarize and deliver role-based learning programs that support productivity improvement and cross-product selling. - Leverage internal Subject Matter Experts and external partners to co-create and deliver specialized modules. | Building Managerial Development | - Create success in Front line managers by ensuring coverage through various learning interventions identified for this cohort and measuring their learning effectiveness. - Address capability gaps identified through TNA and mid-year business feedback. - Facilitate group-wide programs through TTT certifications and collaborate with ecosystem learning teams to improve overall Learning Index and training coverage - | Induction & Cross-LOB Enablement | - Drive structured induction programs for all new hires, including frontline salesforce. - Ensure full learning coverage and accelerated ramp-up of new joinees. - Deliver multi-product capability programs across AMC and broader ABC ecosystem. - Identify early performance or capability gaps and escalate appropriately to Zonal Heads/HRBPs. | Productivity Reinforcement & Learning Impact | - Monitor on-the-job implementation of training through structured follow-ups. - Partner with Zonal and Regional leaders to identify low productivity cohorts and design targeted reinforcement interventions. - Analyze periodic performance data in collaboration with Business and HR teams to measure learning effectiveness and refine interventions. |