Learning Specialist

AIS business solution; Vadodara; On-site; INR 900,000 - 1,500,000; Full time

Job summary

AIS Business Solution is seeking a Learning Specialist to drive enterprise-wide capability building and OD initiatives. The role focuses on behavioral, leadership, and professional development programs, owning the end-to-end learning lifecycle from needs analysis to impact measurement.

This position partners with HRBPs and business leaders, facilitating interactive sessions, managing LMS governance, and championing modern methods like microlearning and gamification to enhance leadership

Qualifications

• Bachelor’s or Master’s in HR, Psychology, or OD.
• 3+ years in Learning & Development / Organizational Development.
• Experience designing behavioral and leadership development programs.
• Exposure to LMS governance and analytics.

Responsibilities

• Lead capability-building roadmaps aligned to business goals.
• Design and deliver leadership and behavioral development programs.
• Develop and manage ADDIE-based learning content and ILT/VILT.
• Facilitate engaging learning sessions across levels.
• Oversee LMS governance, enrollment, and reporting.
• Measure learning effectiveness using Level 1–3 and feedback tools.

Skills

Instructional Design

Facilitation

Organizational Development

Data & Analytics

Stakeholder Management

Communication

Innovation

Education

Bachelor’s or Master’s in HR, Psychology, OD, or related field

Tools

LMS Platforms

Power BI / Tableau

MS Office

Content Development Tools

Job description

Job Title: Learning Specialist Learning & Development
Department: Human Resources Learning & Development
Reports To: L&D Manager
Location: Vadodara (Onsite)
Shift: General / Business-aligned/Rotational
Employment Type: Full-time

Role Overview

The Learning Specialist will drive enterprise-wide capability building and organizational development initiatives. This role focuses on designing and delivering behavioral, leadership, and professional development programs that enhance workforce effectiveness, leadership pipelines, and organizational culture. The role owns the end-to-end learning lifecycle, including needs analysis, instructional design, facilitation, and impact measurement, while partnering with business leaders to align learning interventions with organizational goals.

Key Responsibilities

1. Capability Building & Learning Needs Analysis

• Conduct Training Needs Identification (TNI/TNA) based on competency frameworks, performance reviews, and business priorities.
• Identify capability gaps across levels (individual contributors, managers, and leaders).
• Build annual/quarterly capability-building roadmaps aligned to organizational goals.

2. Organizational Development & Learning Programs

• Design and deliver OD-focused interventions such as:
  • Leadership development programs
  • First-time manager effectiveness programs
  • Behavioral and soft skills training (communication, collaboration, problem-solving)
  • Employee engagement and culture-building initiatives

• Support organizational initiatives like change management, succession planning, and talent development frameworks.

3. Instructional Design & Content Development

• Develop structured learning journeys using frameworks like ADDIE, 70:20:10 and adult learning principles.
• Create learning content across formats:
  • Instructor-Led Training (ILT)
  • Virtual sessions (VILT)

• Maintain and update competency-based learning content libraries and knowledge assets.

4. Training Facilitation & Delivery Excellence

• Facilitate engaging learning sessions across levels using experiential techniques.
• Drive interactive, learner-centric delivery approaches (role plays, activities, discussions).
• Ensure consistent learner engagement and high-quality delivery standards.

5. Learning Operations & LMS Governance

• Manage LMS activities:
  • Program creation and learner enrollment
  • Learning path management
  • Completion tracking and reporting

• Ensure seamless execution of training logistics and learning journeys.

6. Assessment & Learning Effectiveness

• Design and administer:
  • Pre- and post-assessments
  • Behavioral assessments and feedback tools

• Measure effectiveness across:
  • Level 1 (participant feedback)
  • Level 2 (learning outcomes)
  • Level 3 (behavioral application on the job)

• Analyze outcomes and generate insights for continuous improvement.

7. Stakeholder Partnership

• Partner with HRBPs, business leaders, and functional heads to align learning with talent priorities.
• Act as a learning consultant, recommending solutions for capability enhancement.
• Communicate program outcomes, insights, and improvement plans to stakeholders.

8. Continuous Improvement & Innovation

• Continuously refine programs based on feedback, data, and best practices.
• Introduce modern learning methodologies:
  • Microlearning
  • Gamification
  • Digital learning interventions

• Benchmark L&D practices to enhance organizational learning maturity.

Key Result Areas (KRAs) & KPIs

Capability Development

• Improvement in competency assessment scores across targeted skills
• Increased internal mobility and leadership readiness

Learning Effectiveness

• L1 learner satisfaction 4.3/5
• L2 knowledge/skill gain scores 85%
• L3 behavioral application visible within 3060 days

Program Adoption & Engagement

• ¥ 90% participation and completion rates in planned programs
• Strong learner engagement and repeat program demand

Organizational Impact

• Improvement in employee engagement and performance indicators
• Measurable impact on leadership effectiveness and team outcomes

Operational Excellence

• 100% adherence to program schedules and reporting timelines

Qualifications & Experience

• Bachelors / Masters degree in HR, Psychology, Organizational Development, or related field
• 36 years of experience in Learning & Development / Organizational Development roles
• Experience in designing and delivering behavioral and leadership development programs

Skills & Competencies

• Instructional Design: ADDIE, competency-based learning design
• Facilitation: Strong classroom and virtual delivery skills
• Organizational Development: Exposure to OD frameworks and interventions
• Data & Analytics: Ability to derive insights from learning data
• Stakeholder Management: Consulting and influencing skills
• Communication: Excellent verbal, written, and presentation skills
• Innovation: Continuous improvement mindset and learning agility

Tools & Systems

• LMS Platforms (Zing, Cornerstone, Workday, Moodle, etc.)
• Powtoon Content Development Tool
• Wayground (Quizizz) Assessment & Engagement Tool
• MS Office (Excel, PowerPoint)
• Learning tools (authoring tools, survey tools)
• Power BI / Tableau (preferred for reporting)

Growth Path

Learning Specialist Senior Learning Specialist OD / Leadership Development Lead L&D Manager

Work Conditions

• Primarily day shift; flexibility based on program needs
• Hybrid working model (design + facilitation mix)

Why This Role

This role is ideal for professionals looking to drive strategic L&D and organizational transformation, moving beyond transactional training into capability building and culture shaping.