Head- Learning & Development

This role is for one of Weekday’s clients

Salary range: Rs 3000000 - Rs 5000000 (ie INR 30 - 50 LPA)

Min Experience: 12+ years

Location: Pune

JobType: full-time

We are seeking an experienced and strategic Head - Learning & Development to lead the organisation's overall Learning & Development (L&D) strategy and drive a strong culture of continuous learning. The role will focus on identifying skill gaps, strengthening employee capabilities, developing future leaders, and implementing structured learning initiatives aligned with organisational objectives.

The ideal candidate will bring extensive experience in designing and managing organisation-wide learning programmes, leadership development, technical and functional training, and talent development initiatives. The role will play a critical part in improving workforce capabilities, enhancing business performance, and building a strong leadership pipeline to support the organisation's long-term growth.

Requirements

Key Responsibilities

1. Learning & Development Strategy

• Develop and implement the overall Learning & Development strategy in alignment with organisational goals and business priorities.
• Conduct Training Need Analysis (TNA) to identify individual, functional, and organisation-wide skill gaps.
• Design annual training calendars, learning roadmaps, and structured development programmes across departments.
• Establish a comprehensive learning framework covering employees at all levels.
• Develop and implement an organisation-wide L&D Charter to create awareness, visibility, and accountability for learning initiatives.

2. Technical and Functional Training

• Design and deliver technical training programmes covering semiconductor products, electronic components, product applications, and industry developments.
• Strengthen product knowledge and technical capabilities across Sales, Product Marketing, Application Engineering, and Customer Support teams.
• Coordinate training initiatives for new product launches, emerging technologies, and changing market requirements.
• Develop commercial capabilities through programmes focused on negotiation, customer engagement, consultative selling, and key account management.
• Collaborate with functional leaders and subject-matter experts to ensure training content remains relevant to business requirements.

3. Leadership and Managerial Development

• Design and implement leadership development programmes for senior management, functional heads, and people managers.
• Build a strong leadership pipeline by identifying and nurturing high-potential employees for future leadership positions.
• Drive succession planning and talent development initiatives across the organisation.
• Develop management capabilities in strategic thinking, decision-making, team management, and performance management.
• Establish structured development pathways to prepare employees for expanded responsibilities and leadership roles.

4. Employee Development and Capability Building

• Develop competency frameworks for different functions, roles, and organisational levels.
• Identify individual and organisational capability gaps and create targeted development plans.
• Drive behavioural, soft-skills, communication, and interpersonal effectiveness programmes.
• Establish structured onboarding, induction, and new-employee learning programmes.
• Support career development, internal talent mobility, and employee growth initiatives.
• Design role-based and competency-driven learning interventions to address current and future business needs.

5. Learning Technology and Digital Learning

• Implement and manage Learning Management Systems (LMS) to streamline learning delivery and administration.
• Develop digital learning modules, e-learning programmes, and blended learning solutions.
• Leverage external learning platforms, industry experts, training vendors, and strategic learning partners.
• Monitor employee participation, course completion, and learning progress through digital platforms.
• Explore innovative learning methods and technologies to improve accessibility and effectiveness.

6. Training Effectiveness, Analytics and ROI

• Establish measurable Key Performance Indicators (KPIs) to assess learning effectiveness.
• Evaluate learning outcomes through assessments, participant feedback, and post-training evaluations.
• Measure the impact of training initiatives on employee productivity, competency development, and overall business performance.
• Manage training budgets, vendor performance, and learning-related expenditure.
• Prepare periodic L&D dashboards, performance reports, and management updates.
• Identify opportunities to improve learning programmes based on feedback, analytics, and business outcomes.

7. Leadership Pipeline and Strategic Learning Initiatives

• Develop a robust leadership pipeline by identifying, assessing, and nurturing future leaders.
• Build employee capabilities to address evolving business requirements and future organisational needs.
• Design role-based, competency-driven L&D programmes across functions and leadership levels.
• Establish organisation-wide visibility and awareness of learning and development initiatives.
• Develop, implement, and continuously enhance a comprehensive L&D Charter.
• Partner with senior leadership to align learning priorities with organisational strategy and long-term talent requirements.

Required Skills and Competencies

• Strategic Learning & Development Management
• Training Need Analysis (TNA)
• Leadership Development and Succession Planning
• Competency Mapping and Skill Gap Analysis
• Technical and Product Training
• Talent Development and Organisational Development
• Learning Management Systems (LMS)
• Strategic Leadership
• Stakeholder Management
• Training ROI, Learning Analytics, and Performance Measurement
• Change Management
• Strong communication, decision-making, and people-management skills

Must-Have Skills

• Leadership Development
• Strategic Leadership

Educational Qualifications

• MBA / PGDM in Human Resources, Organisational Development, Learning & Development, or a related discipline.
• Certifications in Learning & Development, Talent Management, or Leadership Development will be an added advantage.

Experience

• 12-18 years of overall experience in Human Resources, with significant expertise in Learning & Development.
• Minimum 5-8 years of experience leading L&D initiatives or managing an L&D function.
• Experience in the semiconductor, electronics, technology, engineering, or B2B distribution industry is preferred.
• Proven experience managing organisation-wide learning initiatives and leadership development programmes.
• Demonstrated ability to work with senior leadership and functional heads to build learning strategies aligned with business priorities.