Program Management & L&D Analytics

Emcure Pharmaceuticals Limited; Pune District; On-site; INR 1,800,000 - 2,400,000; Full time

Job summary

Emcure Pharmaceuticals Limited, Pune-based, seeks Senior Manager / AGM Learning Development to design enterprise-wide learning and leadership development initiatives that drive business growth and build a future-ready leadership pipeline.

You will lead strategy, competency management, learning design, LMS stewardship, and measurement of impact, collaborating with stakeholders across functions to embed learning into business processes and demonstrate ROI.

Qualifications

• MBA / PGDM in HR, Learning Development, Organizational Development or equivalent.
• Certification in Instructional Design, Coaching, OD, Psychometrics, or Leadership Development preferred.
• 10-15 years HR/LD experience with 5-7 years in Learning Organization Development.

Responsibilities

• Learning Strategy Capability Building: conduct TNA, design capability-building journeys, establish governance calendars.
• Leadership Development: lead programs for frontline managers and senior leaders; build coaching and change leadership interventions; manage succession and HiPo.
• Competency Management: implement competency frameworks; map learning to behavioral, functional and leadership competencies; support IDP.
• Learning Design Delivery: design instructor-led, virtual, digital and blended programs; curate content; facilitate workshops.
• Learning Technology Digital Learning: manage LMS; promote AI-enabled learning; monitor analytics and engagement.
• Vendor Stakeholder Management: partner with leaders to identify gaps; manage external training vendors; ensure quality and cost optimization.
• Learning Effectiveness Impact Measurement: establish KPIs/ROI; evaluate programs; present dashboards and insights.
• Organizational Development Support: support culture change, engagement, change management, and workforce capability assessments.

Skills

Stakeholder Management

Impact Influence

Learning Agility

Innovation

Collaboration

Education

MBA / PGDM (HR/LD)

Instructional Design / Coaching / OD Certification

Tools

LMS

Learning Platforms

Job description

JobDescription: Senior Manager / AGM Learning Development

Function: Human Resources | Learning Organization Development (LOD)

Reporting To: Head Learning OrganizationDevelopment

Location: Corporate Office, Pune

Todesign, drive, and institutionalize enterprise-wide learning, leadershipdevelopment, capability-building, and organizational effectiveness initiativesthat enable business growth, strengthen leadership pipelines, and buildfuture-ready capabilities across the organization.

Qualifications Experience

Education

• MBA / PGDM in Human Resources, Learning Development, Organizational Development, or equivalent.
• Certification in Instructional Design, Coaching, OD, Psychometrics, or Leadership Development preferred.

Experience

• 1015 years of HR/LD experience.
• Minimum 57 years of experience in Learning Organization Development.
• Experience in leadership development, competency frameworks, talent development, and capability-building initiatives.
• Experience in pharmaceutical, healthcare, manufacturing, or FMCG organizations preferred.

Behavioural Competencies

• Stakeholder Management
• Impact Influence
• Learning Agility
• Innovation
• Collaboration

Success Profile

A successful incumbent creates a strong learning culture,strengthens leadership pipelines, embeds capability development into businessprocesses, and ensures measurable business impact from all learninginvestments.

Key Responsibilities:

1. Learning Strategy Capability Building

• Conduct Training Needs Analysis (TNA) through competency assessments, business reviews, and stakeholder consultations.
• Design capability-building journeys for employees, managers, functional leaders, and senior leadership.
• Establish learning governance, learning calendars, and capability-building roadmaps.

2. Leadership Development

• Lead leadership development programs across frontline managers, managers, and senior leaders.
• Create learning interventions around coaching, feedback, strategic thinking, decision-making, change leadership, and people management.
• Manage succession development, HiPo development, and leadership pipeline initiatives.

3. Competency Management

• Drive competency framework implementation and integration into talent processes.
• Map learning interventions to behavioral, functional, and leadership competencies.
• Support assessment centers, development centers, and individual development planning (IDP).

4. Learning Design Delivery

• Design engaging instructor-led, virtual, digital, and blended learning programs.
• Curate internal and external learning content and learning resources.
• Facilitate key leadership and managerial development workshops when required.

5. Learning Technology Digital Learning

• Manage Learning Management Systems (LMS) and digital learning platforms.
• Drive adoption of e-learning, micro-learning, social learning, and AI-enabled learning solutions.
• Monitor learning analytics and learner engagement metrics.

6. Vendor Stakeholder Management

• Partner with business leaders, HR Business Partners, and functional heads to identify capability gaps.
• Manage external training partners, consultants, faculty, and learning vendors.
• Ensure quality, effectiveness, and cost optimization of learning interventions.

7. Learning Effectiveness Impact Measurement

• Establish learning KPIs and ROI measurement frameworks.
• Evaluate program effectiveness through assessments, feedback, behaviour change indicators, and business impact metrics.
• Present periodic capability-building dashboards and insights to leadership.

8. Organizational Development Support

• Support key OD interventions including culture transformation, engagement, change management, and organization capability initiatives.
• Contribute to talent reviews, succession planning, and workforce capability assessments.

Key Performance Indicators (KPIs)

• Learning plan implementation (% completion)
• Training coverage and participation rates
• Learning effectiveness scores
• Leadership pipeline readiness
• Competency gap closure
• Internal trainer development
• LMS utilization and digital learning adoption
• Stakeholder satisfaction scores
• Learning ROI and business impact measures

Disclaimer: This job posting has been aggregated from external source. Role details, content, and availability are subject to change. Applicants are advised to confirm the latest information directly on the company website before applying.