Manager Learning & Development

Allana Group; Mumbai; On-site; INR 1,800,000 - 2,900,000; Full time

Job summary

Allana Group in Mumbai is seeking a Manager Learning & Development to design and implement L&D and Talent Management strategies that build capabilities, strengthen the leadership pipeline, and drive employee performance in a manufacturing setting.

The role requires 8–10 years of hands-on experience in L&D and TM within manufacturing, with the ability to partner with cross-functional leaders to map learning needs, develop IDPs, and align programs with business goals.

Qualifications

• 8–10 years of L&D and TM experience in manufacturing.

Responsibilities

• Develop and implement the annual L&D strategy and calendar aligned with business objectives.
• Conduct Training Needs Analysis through discussions with business heads and leaders.
• Develop and implement a comprehensive Talent Management framework aligned with business strategy.
• Identify high-potential employees and conduct talent reviews and succession planning.
• Facilitate talent reviews and development plans for leadership and critical roles.
• Partner with HR and leaders to strengthen performance management and its linkage with development.
• Support goal setting, performance reviews, talent calibration, and performance improvement initiatives.

Skills

L&D strategy

Talent Management

Training Needs Analysis

Leadership development

Performance management

Job description

Job Title : Manager Learning & Development

Experience required : 8 - 10 years in execution of L&D and TM agenda in any Manufacturing inductry

Job Purpose :

To design and implement Learning & Development (L&D) and Talent Management (TM) strategies that build organizational capabilities, strengthen the leadership pipeline, enhance employee performance, and support business growth.

Job Responsibilities :

• Develop and implement the annual Learning & Development strategy and calendar aligned with business objectives and organizational priorities.
• Conduct Training Needs Analysis (TNA) through discussions with Business Heads, HR Business Partners, functional leaders, and employees.
• Develop and implement a comprehensive Talent Management framework aligned with the organization's long-term business and people strategy.
• Identify high-potential employees and critical talent through structured talent reviews and performance-potential assessments.
• Facilitate periodic talent reviews and succession planning for leadership, critical, and business-critical positions.
• Develop Individual Development Plans (IDPs) for high-potential employees, identified successors, and employees in critical roles.
• Partner with HR and business leaders to strengthen the performance management process and its linkage with employee development.
• Support goal-setting, performance reviews, talent calibration, and performance improvement initiatives.