Business Training Manager

Piramal Pharma Limited; Mumbai; On-site; INR 1,800,000 - 3,400,000; Full time

Job summary

Piramal Pharma Limited is seeking a Business Training Manager to drive sales capability and frontline productivity through structured training, induction, assessment and capability-building interventions in Thane / Mumbai. You will translate business priorities into targeted learning interventions and track impact on field capability and retention.

You will lead the annual training calendar, manage end-to-end induction journeys, collaborate with Sales Leaders, ABMs and external partners, and use

Qualifications

• Graduate degree required; MBA/PGDM in HR, Sales, Marketing or L&D preferred.
• 6–10 years of experience in Sales Training, Sales Capability or Learning & Development in FMCG/Pharma.
• Experience managing frontline capability across multiple levels and geographies; strong link between learning and business outcomes.

Responsibilities

• Develop and execute the annual Business Training & Capability calendar aligned to business priorities.
• Own induction and certification journey for new frontline employees with on-the-job readiness.
• Drive field capability and frontline productivity through targeted interventions and assessments.
• Oversee promoter & third-party capability training and outcomes.
• Lead learning analytics to measure impact and inform leadership.

Skills

Sales Training

Learning & Development

Field Force Development

Data & Analytics Orientation

Education

Graduate degree in any discipline

MBA / PGDM in HR, Sales, Marketing or L&D

Tools

Digital Learning Platforms

Learning Analytics Dashboards

Job description

Job Title

Business Training Manager

Business

PCH

Department

Sales / Sales Capability

Reports To

Head - Sales Capability / Business Training

Location

Thane / Mumbai

Band

2A

1. Job Purpose

Drive sales capability and frontline productivity through structured training, induction, assessment and capability-building interventions across TSO, ASO, SS, SM, SO/ASE, promoters and other relevant stakeholders. The role will translate business priorities into targeted learning interventions and track their impact on field capability, productivity, sales execution and employee retention.

2. Key Stakeholders

• Internal Sales Leadership - Zonal / Regional / Area Sales


• HR / HR Business Partners


• Sales Excellence / Sales Operations


• Business & Category Teams


• Total Rewards / Talent & Learning HR Analytics


• External Training partners / facilitators


• Promoter agencies / third-party partners


• Learning and assessment partners

3. Essential Qualification

Graduate degree in any discipline; MBA / PGDM in HR, Sales, Marketing or L&D preferred. Relevant certification in Learning & Development / Sales Capability would be an advantage.

4. Relevant Experience

6-10 years of experience in Sales Training, Sales Capability, Learning & Development or Field Force Development, preferably in FMCG, Pharma, Consumer Healthcare or similar businesses. Experience in managing frontline sales capability across multiple levels and geographies. Strong understanding of induction, assessments, field productivity and capability-building. Experience of linking learning interventions to business outcomes. Exposure to digital learning platforms, dashboards and learning analytics preferred.

5. Key Roles & Responsibilities

• A. Sales Capability & Training Strategy
  

  Develop and execute the annual Business Training & Capability calendar aligned to business priorities. Identify capability gaps and design targeted interventions across frontline and managerial roles. Strengthen the Piramal Sales Academy / Sales Training Power Brand and monthly capability agenda.



• B. Induction & Certification
  

  Own the end-to-end training and certification journey for new frontline employees. Drive timely induction, assessments and field readiness. Partner with Sales Coaches, ABMs and business leaders to ensure effective on-the-job application.



• C. Field Capability & Productivity
  

  Drive improvement in Field Capability Score and frontline productivity through targeted interventions. Build capability across critical selling and execution areas including WS handling, product / category knowledge and field execution. Track impact through pre- and post-training assessments and business metrics.



• D. Promoter & Third-Party Capability
  

  Own the annual promoter training calendar across agency and third-party workforce. Drive interventions to improve promoter productivity, consistency and selling effectiveness.



• E. Business Process & Commercial Capability
  

  Drive training and adoption for new products, processes, systems and business initiatives such as DMS, Vajra and SM / non-chemist projects. Build frontline understanding of incentives, earning opportunities and performance-linked rewards. Ensure timely completion of relevant assessments and certification.



• F. Learning Analytics & Effectiveness
  

  Track training coverage, learning hours, assessment completion, scores and capability outcomes. Analyse the impact of learning interventions on productivity, sales achievement and retention. Provide periodic capability insights and recommendations to Sales and HR leadership.



• G. Stakeholder Management & Execution
  

  Partner with Sales and HR leaders to ensure high-quality execution of the training calendar. Manage external training partners and facilitators where required. Drive a culture of continuous learning and capability ownership within the Sales organisation.

6. Key Performance Indicators

• 100% execution of annual training / capability calendar.


• ≥85% ideal induction for relevant frontline roles.


• ≥95% assessment completion within defined timelines.


• Improvement in Field Capability Score and defined productivity measures.


• 100% execution of promoter training calendar with defined productivity outcomes.


• Improvement in incentive awareness, assessment completion and earning metrics.


• Effective adoption of DMS, Vajra and other business capability initiatives.


• Training coverage, learning hours and outcomes reflected in the Talent Asset Scorecard.


• Contribution to improved new-joiner retention and reduction in infancy attrition.


• Demonstrable linkage between capability interventions and business outcomes.

7. Key Competencies

• Business & Learning


• Business & Commercial Acumen


• Capability Building


• Learning Agility


• Data & Analytical Orientation


• Transformation & Execution


• Change Management


• Digital Learning & Technology


• Innovation in Learning


• Execution Excellence


• Stakeholder & People


• Stakeholder Management


• Communication & Facilitation


• Collaboration


• Coaching & Development

Piramal Pharma Limited offers a portfolio of differentiated products and services through its 17 global development and manufacturing facilities and a global distribution network in over 100 countries. PPL includes Piramal Pharma Solutions (PPS), an integrated Contract Development and Manufacturing Organization; Piramal Critical Care (PCC), a Complex Hospital Generics business; and the India Consumer Healthcare business, selling over-the-counter products. In addition, one of PPL’s associate companies, AbbVie Therapeutics India Private Limited is a JV with AbbVie Inc. and has emerged as one of the market leaders in the ophthalmology therapy area. Further, PPL has a minority investment in Yapan Bio Private Limited. In October 2020, PPL received a 20% strategic growth investment from the Carlyle Group.

PPL provides equal employment opportunities to all employees and applicants for employment. It prohibits discrimination and harassment based on race, color, age, sex, religion, national origin or ethnicity, disability status, genetics, protected veteran status, sexual orientation, gender identity, or expression, or any other characteristic protected by applicable law. Our employment decisions are based on merit considering qualifications, skills, performance, and achievements. Equal employment opportunity applies to all terms and conditions of employment, including recruitment, selection, training, social programs, placement, promotion, demotion, compensation and benefits, transfers, terminations, and working conditions.