Head - Learning and Development

Birla Carbon; Mumbai; On-site; INR 2,500,000 - 4,200,000; Full time

Job summary

The Aditya Birla Group seeks a Head of Learning and Development to lead our end-to-end L&D strategy, conduct comprehensive training needs analyses, and refresh the organization’s learning architecture using the 70:20:10 framework. You will present impact analyses to leadership and partner with HR COEs to align capability development with career pathways.

Responsibilities include designing learning journeys for Sales and Service, building capability frameworks for new channels, and delivering

Qualifications

• Lead end-to-end execution of Learning & Development strategy aligned to business priorities.
• Conduct structured Training Needs Analysis (TNA) across Sales, Service, and enabling functions.
• Design and refresh organization-wide learning architecture using the 70:20:10 framework.
• Present learning plans and impact analyses to leadership.

Responsibilities

• Design structured learning journeys for Sales and Service teams.
• Build capability frameworks for emerging channels with functional heads.
• Deliver role-based learning programs to improve productivity and cross-product selling.
• Coordinate with internal HR COEs to align learning with career pathways.

Skills

Learning strategy

TNA

70:20:10 framework

Learning delivery

Cross-functional collaboration

Job description

At the Aditya Birla Group, our Corporate Vision is aligned and intricately woven with our People Vision.

Head - Learning and Development

Job Description:

Key Result Areas ( Max 1325 Characters)

Supporting Actions ( Max 1325 Characters)

• Lead end-to-end execution of the Learning & Development strategy aligned to business priorities.
• Conduct structured Training Needs Analysis (TNA) across Sales, Service, and enabling functions.
• Design and periodically refresh the organization-wide learning architecture using the 70:20:10 framework.
• Present monthly, quarterly, and annual learning plan reviews and impact analysis to leadership.
• Partner with HR COEs (Talent Acquisition, HRBPs, Talent Management) to ensure alignment of learning initiatives with capability building and career pathways

Sales Capability & Functional Learning

• Design and implement structured learning journeys for Sales and Service teams, covering product knowledge, domain depth, consultative selling, objection handling, and mindset shift.
• Build dedicated capability frameworks for emerging channels such as DHNI and Alternate Sales in partnership with functional heads.
• Calendarize and deliver role-based learning programs that support productivity improvement and cross-product selling.
• Leverage internal Subject Matter Experts and external partners to co-create and deliver specialized modules.

Building Managerial Development

• Create success in Front line managers by ensuring coverage through various learning interventions identified for this cohort and measuring their learning effectiveness.
• Address capability gaps identified through TNA and mid-year business feedback.
• Facilitate group-wide programs through TTT certifications and collaborate with ecosystem learning teams to improve overall Learning Index and training coverage

Induction & Cross-LOB Enablement

• Drive structured induction programs for all new hires, including frontline salesforce.
• Ensure full learning coverage and accelerated ramp-up of new joinees.
• Deliver multi-product capability programs across AMC and broader ABC ecosystem.
• Identify early performance or capability gaps and escalation appropriately to Zonal Heads/HRBPs.

Productivity Reinforcement & Learning Impact

• Monitor on-the-job implementation of training through structured follow-ups.
• Partner with Zonal and Regional leaders to identify low productivity cohorts and design targeted reinforcement interventions.
• Analyze periodic performance data in collaboration with Business and HR teams to measure learning effectiveness and refine interventions.
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