Learning And Development Specialist

TopRock Global; Chennai District; On-site; INR 350,000 - 550,000; Full time

Job summary

TopRock Global is seeking an experienced and proactive L&D Specialist with 25 years of hands-on experience in Core Learning & Development. You will identify learning needs, design training interventions, coordinate programs, and evaluate learning effectiveness.

The role emphasizes TNA/LNA, ADDIE, Kirkpatrick, content development, and L&D reporting, with additional advantage for ICT/WBT, SCORM-based content, and LMS exposure.

Qualifications

• Hands-on experience in core L&D processes (TNA/LNA, content development, scheduling).
• Experience with ADDIE, Kirkpatrick, and learning evaluation.
• Strong ability to analyze learning needs and develop training interventions.
• Proficiency in MS Excel, PowerPoint, and Word.

Responsibilities

• Conduct Training Needs Analysis (TNA) and Learning Needs Analysis (LNA) across departments.
• Identify skill, knowledge, competency, and performance gaps through discussions, assessments, feedback, and business requirements.
• Collaborate with functional heads and stakeholders to understand current and future learning requirements.
• Translate identified learning gaps into appropriate training interventions.
• Plan, coordinate, and schedule training programs based on organizational learning calendars and business requirements.
• Coordinate with internal trainers, subject matter experts, external trainers, and participants.
• Ensure training logistics, communication, materials, and other requirements are arranged effectively.
• Maintain training calendars and ensure timely execution of planned programs.
• Design and implement training evaluation mechanisms using the Kirkpatrick Evaluation Model.
• Measure training effectiveness through participant feedback, knowledge assessments, behavioural observations, and business/performance outcomes.
• Analyse evaluation results and identify opportunities for improvement.
• Recommend corrective actions and follow-up interventions wherever required.
• Conduct post-training analysis to determine whether identified learning gaps have been addressed.
• Work with managers and stakeholders to identify recurring competency and performance gaps.
• Recommend appropriate learning solutions based on business and employee performance requirements.
• Prepare periodic L&D reports, dashboards, MIS, and training analytics.
• Track key L&D metrics including training completion, participation, feedback scores, learning effectiveness, and training hours.
• Maintain accurate training records, attendance, evaluation results, and learning documentation.
• Present insights and trends to management and relevant stakeholders.
• Knowledge of ICT (Instructor-Centered Training) / WBT (Web-Based Training) concepts will be an advantage.
• Exposure to SCORM-compliant e-learning content and digital learning platforms will be preferred.
• Understanding of digital learning development, LMS environments, and online assessments will be an added advantage.

Skills

Core L&D

TNA/LNA

ADDIE

Content development

Kirkpatrick

Gap analysis

Coordination

Analytics & reporting

Stakeholder mgmt

Presentation skills

MS Office

Education

Bachelor’s/Master’s in HR

Tools

LMS exposure

Job description

Job Summary

We are looking for an experienced and proactive L&D Specialist with 25 years of hands‑on experience in Core Learning & Development. The ideal candidate will be responsible for identifying learning needs, designing and developing training interventions, coordinating training programs, evaluating learning effectiveness, and preparing L&D reports.

The candidate should have strong exposure to TNA/LNA, content development, ADDIE methodology, Kirkpatrick Evaluation, training gap analysis, scheduling, and L&D reporting. Knowledge of ICT/WBT and SCORM-based learning content will be an added advantage.

Key Responsibilities

1. Training & Learning Needs Analysis

• Conduct Training Needs Analysis (TNA) and Learning Needs Analysis (LNA) across departments and functions.
• Identify skill, knowledge, competency, and performance gaps through discussions, assessments, feedback, and business requirements.
• Collaborate with functional heads and stakeholders to understand current and future learning requirements.
• Translate identified learning gaps into appropriate training interventions.

2. Learning Content Development

• Design and develop engaging learning content based on identified business and employee learning needs.
• Apply the ADDIE (Analysis, Design, Development, Implementation, Evaluation) framework while developing learning interventions.
• Develop training materials including presentations, facilitator guides, participant handouts, assessments, activities, and learning resources.
• Review and continuously improve existing learning content based on learner feedback and evaluation results.

3. Training Program Coordination & Scheduling

• Plan, coordinate, and schedule training programs based on organizational learning calendars and business requirements.
• Coordinate with internal trainers, subject matter experts, external trainers, and participants.
• Ensure training logistics, communication, materials, and other requirements are arranged effectively.
• Maintain training calendars and ensure timely execution of planned programs.

4. Training Evaluation & Effectiveness

• Design and implement training evaluation mechanisms using the Kirkpatrick Evaluation Model.
• Measure training effectiveness through participant feedback, knowledge assessments, behavioural observations, and business/performance outcomes.
• Analyse evaluation results and identify opportunities for improvement.
• Recommend corrective actions and follow‑up interventions wherever required.

5. Learning Gap & Performance Analysis

• Conduct post‑training analysis to determine whether identified learning gaps have been addressed.
• Work with managers and stakeholders to identify recurring competency and performance gaps.
• Recommend appropriate learning solutions based on business and employee performance requirements.

6. L&D Reporting & MIS

• Prepare periodic L&D reports, dashboards, MIS, and training analytics.
• Track key L&D metrics including training completion, participation, feedback scores, learning effectiveness, and training hours.
• Maintain accurate training records, attendance, evaluation results, and learning documentation.
• Present insights and trends to management and relevant stakeholders.

7. Digital Learning – Added Advantage

• Knowledge of ICT (Instructor-Centered Training) / WBT (Web-Based Training) concepts will be an advantage.
• Exposure to SCORM-compliant e-learning content and digital learning platforms will be preferred.
• Understanding of digital learning development, LMS environments, and online assessments will be an added advantage.

Required Skills & Competencies

• Strong understanding of Core Learning & Development processes
• Hands‑on experience in TNA/LNA
• Knowledge of ADDIE methodology
• Experience in training content development
• Knowledge of Kirkpatrick Evaluation Model
• Strong training gap analysis skills
• Training coordination and scheduling
• Good analytical and reporting skills
• Strong stakeholder management and communication skills
• Good presentation and facilitation skills
• Proficiency in MS Excel, PowerPoint, and Word
• Ability to manage multiple training initiatives and deadlines

Preferred Skills

• Exposure to LMS platforms
• Knowledge of WBT / e-learning
• Understanding of SCORM standards
• Experience in digital learning/content development
• Exposure to learning analytics and dashboards

Education

Bachelor’s/Master’s degree in Human Resources, Business Administration, Psychology, Education, or a related discipline.

Experience

2–5 years of relevant experience in Core Learning & Development, preferably with hands‑on exposure to TNA/LNA, content development, training evaluation, learning gap analysis, scheduling, and L&D reporting.