{"id":3959685,"url":"https://alion.io/job/weekday-head-learning-development","title":"Head- Learning & Development","company":{"id":7097,"name":"Weekday","domain":"weekday.works","url":"https://alion.io/company/weekday","size_band":"51-200","is_staffing_agency":true,"employer_type":"agency","is_intermediary":false,"listed_via":null,"ats_vendor":"Workable","truth_index":{"grade":"B","score":81,"open_postings":100,"ghost_share":0,"stale_share":0.98,"repost_share":0,"time_to_fill_p50_days":6,"computed_at":"2026-11-09T06:03:00Z"}},"role":"HR","role_family":"HR","seniority":"head","employment_type":"full_time","work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Pune, India"],"countries":["IN"],"hiring_countries":[],"hiring_countries_total":0,"salary":{"min":3000000,"max":5000000,"currency":"INR","period":"year","gross":null,"usd_annual":53845},"salary_estimate":null,"experience_years_min":null,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[],"status":"live","first_seen_at":"2026-11-09T10:49:37Z","employer_posted_date":"2026-11-09","last_verified_at":"2026-11-09T10:49:37Z","board_verified":true,"closed_at":null,"days_open":0,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":0},"description":"This role is for one of Weekday’s clients\nSalary range: Rs 3000000 - Rs 5000000 (ie INR 30 - 50 LPA)\nMin Experience: 12+ years\nLocation: Pune\nJobType: full-time\nWe 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.\nThe 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.\nRequirements\nKey Responsibilities\n1. Learning & Development Strategy\nDevelop and implement the overall Learning & Development strategy in alignment with organisational goals and business priorities.\nConduct Training Need Analysis (TNA) to identify individual, functional, and organisation-wide skill gaps.\nDesign annual training calendars, learning roadmaps, and structured development programmes across departments.\nEstablish a comprehensive learning framework covering employees at all levels.\nDevelop and implement an organisation-wide L&D Charter to create awareness, visibility, and accountability for learning initiatives.\n2. Technical and Functional Training\nDesign and deliver technical training programmes covering semiconductor products, electronic components, product applications, and industry developments.\nStrengthen product knowledge and technical capabilities across Sales, Product Marketing, Application Engineering, and Customer Support teams.\nCoordinate training initiatives for new product launches, emerging technologies, and changing market requirements.\nDevelop commercial capabilities through programmes focused on negotiation, customer engagement, consultative selling, and key account management.\nCollaborate with functional leaders and subject-matter experts to ensure training content remains relevant to business requirements.\n3. Leadership and Managerial Development\nDesign and implement leadership development programmes for senior management, functional heads, and people managers.\nBuild a strong leadership pipeline by identifying and nurturing high-potential employees for future leadership positions.\nDrive succession planning and talent development initiatives across the organisation.\nDevelop management capabilities in strategic thinking, decision-making, team management, and performance management.\nEstablish structured development pathways to prepare employees for expanded responsibilities and leadership roles.\n4. Employee Development and Capability Building\nDevelop competency frameworks for different functions, roles, and organisational levels.\nIdentify individual and organisational capability gaps and create targeted development plans.\nDrive behavioural, soft-skills, communication, and interpersonal effectiveness programmes.\nEstablish structured onboarding, induction, and new-employee learning programmes.\nSupport career development, internal talent mobility, and employee growth initiatives.\nDesign role-based and competency-driven learning interventions to address current and future business needs.\n5. Learning Technology and Digital Learning\nImplement and manage Learning Management Systems (LMS) to streamline learning delivery and administration.\nDevelop digital learning modules, e-learning programmes, and blended learning solutions.\nLeverage external learning platforms, industry experts, training vendors, and strategic learning partners.\nMonitor employee participation, course completion, and learning progress through digital platforms.\nExplore innovative learning methods and technologies to improve accessibility and effectiveness.\n6. Training Effectiveness, Analytics and ROI\nEstablish measurable Key Performance Indicators (KPIs) to assess learning effectiveness.\nEvaluate learning outcomes through assessments, participant feedback, and post-training evaluations.\nMeasure the impact of training initiatives on employee productivity, competency development, and overall business performance.\nManage training budgets, vendor performance, and learning-related expenditure.\nPrepare periodic L&D dashboards, performance reports, and management updates.\nIdentify opportunities to improve learning programmes based on feedback, analytics, and business outcomes.\n7. Leadership Pipeline and Strategic Learning Initiatives\nDevelop a robust leadership pipeline by identifying, assessing, and nurturing future leaders.\nBuild employee capabilities to address evolving business requirements and future organisational needs.\nDesign role-based, competency-driven L&D programmes across functions and leadership levels.\nEstablish organisation-wide visibility and awareness of learning and development initiatives.\nDevelop, implement, and continuously enhance a comprehensive L&D Charter.\nPartner with senior leadership to align learning priorities with organisational strategy and long-term talent requirements.\nRequired Skills and Competencies\nStrategic Learning & Development Management\nTraining Need Analysis (TNA)\nLeadership Development and Succession Planning\nCompetency Mapping and Skill Gap Analysis\nTechnical and Product Training\nTalent Development and Organisational Development\nLearning Management Systems (LMS)\nStrategic Leadership\nStakeholder Management\nTraining ROI, Learning Analytics, and Performance Measurement\nChange Management\nStrong communication, decision-making, and people-management skills\nMust-Have Skills\nLeadership Development\nStrategic Leadership\nEducational Qualifications\nMBA / PGDM in Human Resources, Organisational Development, Learning & Development, or a related discipline.\nCertifications in Learning & Development, Talent Management, or Leadership Development will be an added advantage.\nExperience\n12-18 years of overall experience in Human Resources, with significant expertise in Learning & Development.\nMinimum 5-8 years of experience leading L&D initiatives or managing an L&D function.\nExperience in the semiconductor, electronics, technology, engineering, or B2B distribution industry is preferred.\nProven experience managing organisation-wide learning initiatives and leadership development programmes.\nDemonstrated ability to work with senior leadership and functional heads to build learning 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