Learning and Development Manager

inMorphis; Dadri; On-site; INR 1,500,000 - 2,800,000; Full time

Job summary

inMorphis is seeking an experienced Manager – Learning & Development to lead enterprise-wide learning, capability development, competency management, and certification initiatives. The role focuses on aligning learning strategy with business objectives, technical capability needs, and employee development to build a future-ready workforce.

The candidate should translate skill gaps into measurable learning interventions, drive behavioural and leadership development, and demonstrate impact through

Qualifications

• Seasoned professional with experience in enterprise-wide Learning & Development.
• Ability to design role-based learning pathways and competency matrices.
• Strong capability in learning analytics and outcomes measurement.

Responsibilities

• Develop and execute annual L&D strategy aligned with business priorities.
• Create and govern competency frameworks and role-based learning pathways.
• Drive certification, project readiness, and capability-building initiatives.
• Lead learning governance, policies, budgets, and vendor partnerships.
• Measure program impact using learning KPIs and analytics.

Skills

L&D strategy

Leadership development

Strategic planning

Tools

ServiceNow

Job description

Key Responsibilities

1. Strategic L&D & Learning Governance

• Develop and execute the annual L&D strategy, training plan, and quarterly learning calendar aligned with business priorities.
• Conduct Training Needs Identification (TNI/TNA) through business, competency, performance, and skill-gap analysis.
• Establish learning governance, policies, processes, and standards across the organization.
• Partner with business leaders, HR, and functional stakeholders to identify current and future capability requirements.
• Manage learning budgets, vendors, external partners, and cross‑functional learning initiatives.

2. Competency Framework & Capability Development

• Develop, maintain, and govern technical, functional, behavioural, managerial, and leadership competency frameworks.
• Create role‑wise competency matrices and skill‑gap assessment mechanisms.
• Design role‑based learning pathways aligned to career levels and job families.
• Drive Individual Development Plans (IDPs) based on competency gaps, performance needs, career aspirations, and future role requirements.
• Build capability programs for project readiness, interview readiness, resource deployment, and career progression.
• Design and drive structured Behavioural, Managerial, and Leadership Development Programs for employees at different career levels.
• Build learning interventions around areas such as: Communication and influencing skills, Time and priority management, Performance management, Feedback and coaching, Conflict management, Leadership effectiveness, Strategic thinking and decision‑making.
• Develop leadership journeys for first‑time managers, mid‑level managers, and emerging leaders.
• Partner with business leaders to identify leadership capability gaps and create targeted interventions.
• Measure program effectiveness through pre/post assessments, behavioural indicators, manager feedback, and business outcomes.

4. Technical Learning, Certification & ServiceNow Capability

• Drive role‑based technical learning and certification programs aligned with business and project requirements.
• Establish certification roadmaps and monitor certification compliance.
• Identify technical skill gaps and coordinate targeted upskilling/reskilling programs.
• Support ServiceNow‑focused learning and certification initiatives across relevant technical and functional roles.
• Partner with technical SMEs and business teams to build project‑specific learning modules and bootcamps.
• Design and manage onboarding programs, role‑based bootcamps, project readiness programs, and capability‑building initiatives.
• Ensure employees achieve defined learning and readiness milestones within agreed timelines.
• Create learning pathways for both technical and non‑technical/behavioural.
• Drive internal knowledge‑sharing, mentoring, coaching, and peer‑learning initiatives.

6. Learning Analytics & Effectiveness

• Define and monitor learning KPIs such as: Training completion, Learning effectiveness, Assessment scores, Skill improvement, Certification success, IDP completion.
• Measure learning impact using Kirkpatrick or equivalent evaluation methodology.
• Use LMS data, dashboards, surveys, and analytics to identify trends and improve learning interventions.
• Leverage AI tools for learning content creation, assessments, personalization, reporting, and L&D operational efficiency.

7. Organizational Development & Stakeholder Management

• Support organizational development and employee capability initiatives.
• Partner with HRBPs, business leaders, managers, and technical teams to drive a culture of continuous learning.
• Facilitate cross‑functional capability‑building initiatives and strategic talent programs.
• Support employee engagement, career development, and talent development.

inMorphis is looking for an experienced Manager – Learning & Development to lead enterprise‑wide learning, capability development, competency management, and The role will be responsible for building a future‑ready workforce by aligning learning strategy with business objectives, technical capability requirements, certifications, project readiness, and employee development. Approximately 20% of the role will focus specifically on designing and driving Behavioural, Managerial, and The ideal candidate should be a strategic L&D professional with strong hands‑on execution experience, capable of translating business skill gaps into measurable learning interventions and demonstrating impact through learning analytics and business outcomes.