Chief Skilling Officer - Technical Capability Development Leader

Larsen & Toubro Ltd; Bengaluru; On-site; INR 6,000,000 - 9,000,000; Full time

Job summary

Larsen & Toubro Ltd in Bengaluru seeks a Chief Skilling Officer to lead enterprise-wide technical capability development, shaping learning strategies for an engineering and manufacturing workforce aligned with growth and technology evolution.

The role will create capability frameworks, university partnerships, and talent pipelines, partnering with business and HR leaders to drive future-skills programs, certification pathways, and campus trainee development.

Qualifications

• Essential Bachelor's Degree in Engineering.
• Preferred Master's Degree in Engineering, Technology Management, Business Administration, or related discipline.
• Certifications in Learning & Development, Competency Management, Capability Development, Instructional Design, or Talent Development.

Responsibilities

• Lead enterprise-wide technical capability development and workforce readiness initiatives.
• Design and implement curriculum architectures and certification pathways for engineers and technical professionals.
• Establish industry-academia partnerships and manage talent pipelines for future skills.
• Oversee learning operations, delivery, calendars, platforms, and infrastructure.
• Monitor capability KPIs and drive continuous improvement across technical learning programs.

Skills

Technical capability development

Curriculum architecture

Leadership in L&D

Industry-academia collaboration

Future-skills development

Workforce development

Strategic thinking

Education

Bachelor's degree in Engineering

Master's degree in Engineering/Technology Management or related

Certifications in Learning & Development/Competency Management

Job description

Chief Skilling Officer Chief Skilling Officer Role Purpose Lead the organization's technical capability development agenda to build a future-ready engineering and manufacturing workforce aligned with business growth, technology evolution, and emerging skill requirements. The role is responsible for developing enterprise-wide technical learning strategies, strengthening technical competencies, designing capability-building frameworks, building industry-academia partnerships, and creating sustainable talent pipelines for current and future business needs. The position is envisaged as a key capability-building leadership role that will help establish the foundation for a future Engineering Academy and drive technical workforce readiness across the organization.

Role Context

Leads enterprise-wide technical capability development initiatives. Responsible for technical skilling, workforce readiness, competency development, curriculum architecture, and future-skills development. Works closely with business leaders, engineering leaders, HRBPs, functional heads, and external academic partners. Drives capability development for engineering, manufacturing, project management, quality, digital, and specialist functions. Establishes technical learning frameworks, certification pathways, university partnerships, and talent development ecosystems. Acts as the custodian of the organization's technical capability-building strategy.

Key Accountabilities

Technical Capability Strategy & Workforce Readiness

Develop and execute enterprise-wide technical capability development strategy aligned with business and technology roadmaps. Identify current and future capability requirements across engineering, manufacturing, project management, quality, and specialist functions. Establish capability-development roadmaps to support workforce readiness and business growth. Build competency frameworks and capability progression pathways for critical technical roles.

Curriculum Architecture & Learning Frameworks

Design enterprise-wide technical learning architectures, curricula, and capability-development frameworks. Develop role-based learning journeys and certification pathways for engineers, specialists, and technical professionals. Create structured learning frameworks for campus trainees and early-career talent. Benchmark best practices and continuously enhance technical learning methodologies.

Campus Talent Development

Design and institutionalize structured development programs for Graduate Engineer Trainees (GETs) and other entry-level technical talent. Ensure campus trainees are effectively prepared for deployment into business-critical roles. Develop technical training pathways, assessments, and readiness frameworks aligned to organizational requirements. Partner with business leaders to continuously refine trainee development programs.

Learning Operations & Delivery

Manage internal and external training delivery programs. Oversee learning calendars, learning platforms, and training infrastructure. Ensure effective deployment of virtual and classroom learning solutions. Monitor training quality and learning adoption.

Employee Upskilling & Future Skills Development

Design and drive enterprise-wide technical upskilling initiatives in emerging technologies and future skills. Develop programs to address niche capability requirements and critical skill gaps. Establish specialist development pathways and certification-led learning interventions. Support workforce transformation through continuous technical capability enhancement.

Industry-Academia Partnerships & Talent Pipeline Development

Establish strategic partnerships with universities, engineering institutions, research centres, and industry bodies. Engage with academic leaders, deans, faculty members, and researchers to co-create industry-relevant curricula and specialized programs. Build strong talent pipelines for critical and niche technical skills. Drive collaborative initiatives, industry-academia projects, internships, and future-skills programs. Leverage academic partnerships to strengthen organizational capability and workforce readiness.

Capability Analytics & Effectiveness

Monitor technical capability KPIs and workforce readiness measures. Assess effectiveness and impact of capability-development initiatives. Develop dashboards and analytics to track capability maturity and skill development outcomes. Identify capability gaps and recommend improvement interventions.

Team Leadership

Lead teams responsible for technical capability development and workforce readiness initiatives. Build internal expertise in curriculum design, competency frameworks, and capability-building methodologies. Foster a culture of continuous technical learning and professional growth.

Key Interfaces

Internal Business & Functional Leaders (Business Heads, Functional Heads, HRBPs/Location HR Heads) – Capability requirements, Workforce development priorities, Future skills and talent planning. Engineering, Manufacturing, Quality & Project Functions – Technical competency requirements, Capability-building interventions, Workforce readiness programs. External Universities, Institutes & Certification Bodies – Curriculum co-creation, Industry-academia partnerships, Talent pipeline development. Industry Bodies & Certification Organizations – Technical certifications, Future-skills development, Specialist capability-building initiatives.

Critical Competencies

• Functional Competencies
• Technical Capability Development, Curriculum Design & Architecture, Competency Framework Development, Engineering Talent Development, Workforce Capability Planning, Industry-Academia Collaboration, Technical Learning Strategy, Future Skills Development, Certification Framework Design, University Partnership Management, Learning Analytics & Capability Assessment

Leadership Competencies

• Strategic Thinking
• Stakeholder Management
• Influencing Skills
• Change Leadership
• Communication Skills
• Partnership Building

Behavioral Competencies

• Ownership & Accountability
• Learning Agility
• Collaboration
• Results Orientation
• Innovation Orientation
• Continuous Improvement

Experience

• 10-15 years of experience in Technical Learning & Development, Capability Development, Engineering Talent Development, Workforce Development, or Technical Academy environments.
• Minimum 5 years in a leadership role involving capability-building or technical workforce development initiatives.
• Demonstrated experience in curriculum design, competency framework development, and technical capability-building programs.
• Strong experience engaging with universities, academic institutions, research organizations, and industry bodies.
• Experience in engineering, manufacturing, electronics, aerospace, defence, industrial technology, or related sectors preferred.
• Proven track record in designing technical talent pipelines and future-skills development initiatives.

Academic Qualifications

• Essential Bachelor's Degree in Engineering.
• Preferred Master's Degree in Engineering, Technology Management, Business Administration, or related discipline.
• Certifications in Learning & Development, Competency Management, Capability Development, Instructional Design, or Talent Development.

Ideal Candidate Profile

• Strong experience in technical capability development, curriculum architecture, and workforce readiness programs.
• Demonstrated success in designing competency frameworks and structured technical development pathways.
• Proven ability to build and manage industry-academia partnerships and engage with university leadership.
• Experience in identifying emerging skill requirements and developing future-focused technical capability programs.
• Focused on training strategy, curriculum design, talent pipeline development, and capability-building frameworks rather than training delivery or facilitation.