Royal Enfield - Manager - Learning & Development

This position will be a Team Player to collaborate at various levels within the organization and collectively work with the team to deliver on the Learning and Development initiatives at various levels at Royal Enfield. It is primarily responsible for ensuring that all Learning and Development initiatives for all functions focus on the organizations top priorities respectively. Delivery of engagement is to be in consonance with the Organization's Vision / values / Business Plans.

The candidate will play an important role to ensure that all new hires and current workforce

1) Are able to engage and involve basis their Learning requirements in Functional & Behavior skills

2) Are able to deliver excellence on their Job role and build their potential to grow to become eligible for future roles.

3) Attain key KPIs in their delivery for all the functions

The candidate will work with the L&D team and bring in hands-on expertise to help and support in simplification of the Training MIS. Additionally monitor and manage along with the team the upkeep of the various data curated / prepared / collated to be fed into the monthly/quarterly/annually training MIS.

Scope of work will include the following

1) Working to help and support in maintenance of the training data (TNA - Needs / Plan / Actual) at all levels and across all functions.

2) Create the MIS details based on current reality and progression that the organization aspires to achieve ; by creating learning modules and learning opportunities for staff development leading to execution excellence

Your key responsibilities will include, but not limited to:

Training Management System

- Monitor and Maintain the employee training data as per the desired organization norms

- Monthly updating of the Planned V/s actual training delivery as per the training calendar

- Maintain the criteria of nomination for various programs as plotted on the training calendar

- Weekly updates on the various program nominations with a 3 weeks lead time to ensure a full house in the program

Training Need Identification & Analysis

- Evolve the learning management system (LMS) with curated content to continuously monitor knowledge and capability

- Engagement levels of workforce on LMS to be >30% (from its current level of usage)

3. Efficacy of personnel

- Training Plan execution using the training calendar based on TNA and business expectation

- Adhere to 80% of training calendar

- Training logistics administration as defined (pre delivery and post-delivery) including L1 feedback and post program follow up

- Ensure 100% post program report as defined

- Consistence in utilization of LMS and promote Digital programs

- LMS utilization @ 100 % and digital programs Delta to increase by +20%