Lead Technical Skilling

Larsen & Toubro; Bengaluru; On-site; INR 3,500,000 - 6,000,000; Full time

Job summary

Larsen & Toubro in Bengaluru seeks a Senior Chief Skilling Officer to lead the organization's technical capability development and talent readiness across engineering and manufacturing functions.

You will architect enterprise-wide learning strategies, drive capability-building frameworks, and partner with universities to create sustainable talent pipelines aligned with business growth, technology evolution, and future skills.

Qualifications

• Senior leadership experience in technical learning & development or capability development.
• Proven ability to design competency frameworks and structured technical development pathways.
• Track record of building industry-academia partnerships and campus talent pipelines.

Responsibilities

• Develop enterprise-wide technical capability strategy aligned with roadmaps.
• Design curricula, certification pathways, and learning journeys for engineers and technical professionals.
• Lead campus trainee development programs and early-career talent readiness.
• Oversee learning operations, platforms, and delivery to ensure quality and adoption.
• Drive future-skills development and capability analytics to measure impact.

Skills

Strategic leadership

Curriculum design

Industry-academia partnerships

Learning analytics

Stakeholder management

Education

Bachelor's in Engineering

Master's in Engineering/Tech Management

Tools

LMS platforms

Job description

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

InternalBusiness & 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 programsExternalUniversities, Institutes & Certification Bodies - Curriculum co-creation, Industry-academia partnerships, Talent pipeline developmentIndustry Bodies & Certification Organizations- Technical certifications, Future-skills development, Specialist capability-building initiatives.

Critical Competencies

Functional CompetenciesTechnical 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

EssentialBachelor's Degree in Engineering. PreferredMaster'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 technicalcapabilitydevelopment,curriculumarchitecture,andworkforcereadinessprograms. 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 trainingstrategy,curriculumdesign,talentpipelinedevelopment,andcapability-buildingframeworksratherthantrainingdeliveryorfacilitation.