Learning & Development Executive

nCircle Tech Pvt. Ltd.; Pune District; On-site; INR 600,000 - 1,200,000; Full time

Job summary

nCircle Tech Pvt. Ltd. is seeking a proactive Learning & Development Executive to establish and scale the L&D function from the ground up in a growing organization. You will design the framework, competency mappings, training systems, onboarding modules, and governance structures.

You will partner with business leaders to drive capability-building, succession planning, and measurable ROI. The role demands independent work, structured thinking, and scalable learning initiatives.

Qualifications

• 2-5 years in Learning & Development, Talent Development, HR Development, or Organizational Development.
• Experience setting up L&D processes, frameworks, or HR development initiatives from scratch.
• Strong understanding of competency mapping, TNA, and performance development.
• Experience creating SOPs, training frameworks, and learning governance processes.
• Excellent facilitation, stakeholder management, and communication skills.
• Strong analytical and problem-solving abilities.
• Proficiency in MS Excel, PowerPoint, and training management tools.

Responsibilities

• Design and implement the organization's Learning & Development framework from the ground up.
• Develop policies, processes, and SOPs for training and employee development.
• Build annual and quarterly learning roadmaps aligned with business objectives and workforce requirements.
• Establish competency matrices and skill development frameworks across functions.
• Conduct Training Needs Analysis through stakeholder discussions, assessments, and reviews.
• Identify current and future skill requirements to support business growth.
• Develop role-based competency frameworks and career development pathways.
• Create mechanisms to assess skill gaps and training effectiveness.
• Design and develop structured training programs, onboarding modules, learning journeys, and development initiatives.
• Create training content, presentations, manuals, and learning resources.
• Facilitate behavioral, functional, and process-oriented training programs.
• Coordinate with external trainers and learning partners as required.
• Partner with leaders to drive employee capability-building initiatives.
• Support succession planning, leadership development, and internal talent programs.
• Recommend learning interventions to improve productivity and performance.
• Create and maintain learning records, trackers, and MIS reports.
• Define and monitor L&D KPIs and training effectiveness metrics.
• Measure ROI of learning initiatives and propose improvements.
• Ensure standardization and continuous enhancement of L&D processes.

Skills

Learning & Development

Competency mapping

Training Needs Analysis

SOP development

Stakeholder management

MS Excel

PowerPoint

LMS platforms

Education

Bachelor's in HR or related

L&D certification (preferred)

Tools

Training management tools

LMS platforms

Job description

Role: Learning & Development Executive

Experience Required: 2-5 Years

About the Role:

We are looking for a proactive Learning & Development Executive who can establish and drive the L&D function from the ground up. The ideal candidate will be responsible for creating learning processes, competency frameworks, training systems, and development programs aligned with business growth. This role requires someone who can operate independently, build structures from scratch, and implement scalable learning initiatives in a growing organization.

Roles & Responsibilities

Learning & Development Strategy

• Design and implement the organization's Learning & Development framework from the ground up.
• Develop policies, processes, and standard operating procedures (SOPs) for training and employee development.
• Build annual and quarterly learning roadmaps aligned with business objectives and workforce requirements.
• Establish competency matrices and skill development frameworks across functions.

Training Needs Analysis & Competency Mapping

• Conduct organization-wide Training Needs Analysis (TNA) through stakeholder discussions, employee assessments, and performance reviews.
• Identify current and future skill requirements to support business growth.
• Develop role-based competency frameworks and career development pathways.
• Create mechanisms to regularly assess skill gaps and training effectiveness.

Training Design & Delivery

• Design and develop structured training programs, onboarding modules, learning journeys, and development initiatives.
• Create training content, presentations, manuals, and learning resources.
• Facilitate behavioral, functional, and process-oriented training programs.
• Coordinate with external trainers and learning partners whenever required.

Performance & Capability Development

• Partner with business leaders to drive employee capability-building initiatives.
• Support succession planning, leadership development, and internal talent development programs.
• Recommend learning interventions to improve employee productivity and performance.

Process Management & Reporting

• Create and maintain learning records, training trackers, and MIS reports.
• Define and monitor L&D KPIs and training effectiveness metrics.
• Measure ROI of learning initiatives and provide recommendations for continuous improvement.
• Ensure standardization and continuous enhancement of L&D processes.

Requirements

Required Skills

• 2-5 years of experience in Learning & Development, Talent Development, HR Development, or Organizational Development.
• Experience in setting up L&D processes, frameworks, or HR development initiatives from scratch.
• Strong understanding of competency mapping, Training Needs Analysis (TNA), and performance development.
• Experience creating SOPs, training frameworks, and learning governance processes.
• Excellent facilitation, stakeholder management, and communication skills.
• Strong analytical and problem-solving abilities.
• Proficiency in MS Excel, PowerPoint, and training management tools.

Preferred Background

• Experience working in startups, MSMEs, manufacturing organizations, or rapidly growing businesses.
• Exposure to building HR or L&D processes in organizations where formal learning systems were not previously established.
• Ability to work independently and drive initiatives with minimal supervision.