Learning And Development Specialist

Zodiac HR Consultants; Mumbai; Hybrid; INR 1,200,000 - 2,200,000; Full time

Job summary

Zodiac HR Consultants in Mumbai seeks an experienced Learning & Development professional to lead capability-building across the organisation. You will drive Training Needs Analysis, design and execute programs, and align interventions with business priorities.

You will map competencies, develop IDPs, support leadership development, measure training effectiveness, and maintain LMS records, ensuring audit-ready documentation and a culture of continuous learning.

Qualifications

• MBA/PGDM in HR or Organisational Development preferred.
• Graduate degree in any discipline.
• Certification in L&D, Coaching, Facilitation or related areas will be an added advantage.
• Experience in designing and executing large-scale training programs, mapping competencies, IDP and succession planning.

Responsibilities

• Conduct Training Needs Analysis (TNA) based on business requirements and gaps.
• Design and coordinate learning programs across levels and functions.
• Support competency development and map requirements against roles and grades.
• Facilitate IDPs and succession planning in collaboration with managers.
• Lead leadership and managerial development initiatives and track effectiveness.
• Measure training impact via feedback, assessments and post-training evaluation.
• Maintain training records, MIS and LMS data ensuring audit readiness.
• Promote a culture of self-learning and knowledge sharing.
• Coordinate external training vendors and manage programs and budgets.
• Ensure compliance with mandatory trainings and governance.

Skills

TNA

Competency Mapping

Curriculum Design

LMS/HRIS

Vendor Management

Leadership Development

HR Analytics

Stakeholder Management

Education

MBA/PGDM in HR/OD

Graduate degree in any discipline

L&D/Coaching Certification

Tools

HRIS/LMS

Job description

Job Purpose To drive the organisation's Learning & Development agenda by identifying capability gaps, designing and executing structured learning interventions, strengthening employee competencies, and building a continuous learning culture aligned with business and talent priorities.

Key Responsibilities

1. Training Needs Analysis (TNA)

• Conduct periodic TNA based on business requirements, competency gaps, performance trends and employee feedback.
• Coordinate with HODs and functional teams to identify critical capability requirements.
• Analyse PMS/KPI, competency assessments, audit observations and business performance to identify training priorities.
• Prepare and maintain the annual Training Calendar.

2. Learning Program Design & Execution

• Design and coordinate training programs for employees across levels and functions.
• Manage induction, functional, behavioural, managerial, leadership and compliance training.
• Coordinate internal and external trainers, consultants and training partners.
• Ensure effective end-to-end execution of training programs including nominations, logistics, attendance, training material and feedback.
• Develop learning interventions for different employee groups such as Trainees, Executives, Managers and HODs.

3. Competency Development

• Support implementation and continuous improvement of the organisation's Competency Framework.
• Map competency requirements against roles and grades.
• Identify critical competencies required for current and future roles.
• Develop competency-based learning interventions and individual development plans.

4. IDP & Career Development

• Facilitate Individual Development Plans (IDPs) for identified talent and successors.
• Coordinate development plans for high-potential employees and succession candidates.
• Track development actions and ensure timely completion.
• Work with managers to identify appropriate development opportunities such as training, coaching, mentoring, job rotation and stretch assignments.

5. Leadership & Managerial Development

• Support leadership development initiatives for Managers, HODs and future leaders.
• Coordinate management development programs, workshops and leadership interventions.
• Identify emerging leaders and support succession development initiatives.
• Track effectiveness of leadership development programs.

6. Learning Effectiveness & Evaluation

• Measure training effectiveness through feedback, assessments and post-training evaluation.
• Track behavioural/application-based outcomes after training.
• Prepare Training MIS, dashboards and monthly/quarterly L&D reports.
• Monitor training hours, participation, completion rates and training effectiveness.

7. Learning Management & Documentation

• Maintain complete training records and employee learning history.
• Ensure timely updating of training data
• Maintain training attendance, feedback forms, assessments, certificates and other documentation.
• Ensure training records are audit-ready and compliant with company requirements.

8. Employee Engagement & Culture

• Support engagement initiatives that promote employee development and continuous learning.
• Conduct knowledge-sharing sessions, workshops and employee development initiatives.
• Promote a culture of self-learning and knowledge sharing across the organisation.

9. Compliance & Mandatory Training

• Coordinate mandatory training programs such as POSH, Code of Conduct, Compliance, Safety, Information Security and other statutory/companymandated programs.
• Ensure completion and documentation within defined timelines.

10. External Training & Vendor Management

• Identify and evaluate external training providers and consultants.
• Coordinate commercial discussions, program schedules and training requirements.
• Monitor vendor performance and maintain a database of approved training partners.

Key Deliverables / KRAs

• Annual Training Calendar implementation
• TNA completion and training coverage
• Training hours per employee
• Training participation and completion rate
• Training effectiveness score
• Managerial & leadership development programs
• IDP implementation and closure
• Competency development initiatives
• Mandatory training compliance
• L&D MIS and dashboards
• Training budget utilisation
• Employee learning & development satisfaction

Educational Qualification

• MBA/PGDM in HR / Human Resources / Organisational Development preferred.
• Graduate degree in any discipline.
• Certification in L&D, Coaching, Facilitation or related areas will be an added advantage.

Preferred Experience

• Experience in designing and executing large-scale employee training programs.
• Experience in competency mapping, IDP, succession planning and managerial development will be preferred.
• Exposure to HR analytics and HRIS/LMS is desirable.

Success Profile

The ideal candidate should be a strong learning facilitator and HR business partner who can translate business requirements into practical development interventions, influence stakeholders, and demonstrate measurable improvement in employee capability and performance