Senior Manager - Learning & Development - FMCG/FMCD/Retail

- 08 - 12 years of relevant experience in L&D, Talent Management and OD in organizations which have offline sales &manufacturing footprint. Any professional from an L&D organisation who have extensive relevant experience in servicing clients which have offline sales & manufacturing footprint, will also be considered

- Understand the organization's business imperatives to establish talent management philosophy, L&D and internal communication strategy

- Integrate the build vs. buy principle within L&OD Strategy to ensure healthy movement of talent internally

- Liaise with internal stakeholders in the business to identify new development priorities, design and implement new programs in L&D and leadership development

- Partner with key business leaders and HR counterparts to ensure that all L&OD efforts are aligned and have maximum business impact Policies, Processes and Procedures

- Periodically review the performance of the L&OD processes through robust analytics and identify the loopholes and work on the same

- Take regular feedback from HRBP and department heads on L&OD initiatives; also gauge their requirements and inputs for improvisation

- Assess the competitiveness and effectiveness of all talent management, L&D and engagement programs and practices against the relevant comparable companies, industries and markets

- Pro-actively identify common trends in employee relations and design initiatives to address issues proactively

- Oversee that the content of internal communication is compliant at all times with the organization strategy

- Trend analysis for decision making

- ROI of L&D initiatives

- Compliance as per requirement

Key Accountability : Areas

- Conduct detailed learning needs analysis and skills mapping with reference to the functional and behavioral competency framework to understand the requirements for enhancement of employee capability in technical as well as non-technical areas in partnership with department heads

- Review and finalize the learning and leadership development programs' calendar

- Maintain strong relationships with design and delivery partners for trainings

- Design assessment framework for top talent identification based on behavioral and leadership competencies

- Participate in talent review meetings and ensure creation of succession plans for the top talent basis business requirements and employee development needs

- Support the creation of leadership development programs in line with the organization's succession plan

- Create a career management system

- Lead the Employee Engagement Survey and Culture Survey

- Manage and oversee internal communication through a mix of online and offline channels

- Review the development of in-house communication content, audio video material aligned