Senior L&D Manager

Worldline; Pune District; Sur place; INR 600 000 - 1 000 000; Plein temps

Résumé du poste

Worldline is looking for a professional who will play a vital role in enhancing employee experiences and supporting HR operations in Pune, India. Responsibilities include developing onboarding journeys, implementing training programs, and promoting diversity and inclusion initiatives.

The ideal candidate will collaborate with global teams to create best-in-class HR processes, ensuring consistency across the organization while fostering a high-performance culture and supporting talent development across all levels.

Responsabilités

• Capture business requirements on PDE topics: diversity, well-being, and talent management.
• Support Country HR Operations for implementation and consistency in HR processes.
• Create a global new joiner journey and equip new joiners with materials.
• Promote learning opportunities and develop strategies aligned with business goals.

Description du poste

Who We Are
Worldline helps businesses of all shapes and sizes to accelerate their growth journey - quickly, simply, and securely. We are the innovators at the heart of the payments technology industry, shaping how the world pays and gets paid. Our technology powers the growth of millions of businesses across 5 continents. And just as we help our customers accelerate their business, we are committed to helping our people accelerate their careers. Together, we shape the evolution.

Objective

• Capture business requirements on the PDE topics (diversity and inclusion, well-being, onboarding, learning, skills and career development, performance, talent and succession management).
• Co-create strategies and solutions to support the business strategies.
• Launch, promote and maintain PDE processes.
• Facilitate the technical enablement with the counterparts.

Projects (Strategy)

• Build employee experience pathways throughout the employee life cycle, supporting GBLs' decision making.
• Define fast and agile best-in‑class Paytech HR processes and ensure consistency across GBLs.
• Support the Country HR Operations for implementation.
• Steer GBL and Country COEs inc. leadership of network of practice, securing their expertise skills, consolidate data at Group level, end‑to‑end operational management of Group programs.

Operations

• Contribute to a state of the art reporting landscape and provide reports to the stakeholders.
• Setup a communication plan and coordinate the activities to deliver according to the plan.
• Coordinate transversal internal activities: e.g., budgeting, audit.
• Liaise with counterparts to ensure technical enablement of the processes in scope.

Diversity and Inclusion

• Create a sense of belonging where everyone is valued, respected for their own unique identity.
• Influence the organisation to commit to initiatives which will create long‑term value for organisations.
• Support all dimensions of diversity and contribute to providing a secure working environment entailing the promotion of air and ethical behaviours within our workforce.

Well‑Being

• Contribute, promote and stimulate to providing a considerate and caring working environment.
• Run the annual satisfaction survey and advise on company‑wide improvement initiatives.

On Boarding

• Create a global New Joiner journey.
• Equip new joiners, HR and managers with the onboarding materials.
• Work with other stakeholders responsible for the journey (IT, Talent Acquisition).

Learning

• Develop learning and development strategies and solutions supporting the business goals.
• Implement tailored learning pathways.
• Leverage the digital tools used to create flexible and innovative learning programs.
• Maintain budgets and relationships with vendors and consultants.
• Assess the learning experience to provide continuous improvement.
• Promote learning opportunities provided by the organisation.

Skills And Career Development

• Support skills and capabilities development by offering a learning portfolio aligned to our industry and business strategy and based on strategic workforce management input.

Succession Planning

• Create a high‑performance culture for both the individuals and the team leveraging and continuously improving the Performance management process.
• Champion the culture of feedback through processes, technology and communication.
• Grow talents and experts through dedicated development initiatives.
• Ensure a solid succession plan for all critical positions by identifying potential gaps.

We are on an exciting journey towards the next frontiers of payments technology, and we look for big thinkers, people with passion, can‑do attitude and a hunger to learn and grow. Here you'll work with ambitious colleagues from around the world, take on unique challenges as a team, and make a real impact on the society. With an empowering culture, strong technology and extensive training opportunities, we help you accelerate your career - wherever you decide to go. Join our global team of 18,000 innovators and shape a tomorrow that is yours to own.
We are proud to be an Equal Opportunity employer. We do not discriminate based upon race, religion, color, national origin, sex, sexual orientation, gender identity, gender expression, age, status as an individual with a disability, or any applicable legally protected characteristics.