Senior Manager / AGM – Learning & Development

Emcure Pharmaceuticals Limited; Pune District; On-site; INR 3,500,000 - 7,000,000; Full time

Job summary

Emcure Pharmaceuticals Limited is seeking a Senior Manager / AGM – Learning & Development at our Corporate Office in Pune. You will design enterprise-wide learning, strengthen leadership pipelines, and institutionalize capability-building initiatives to enable business growth and future-ready capabilities.

The role requires 10–15 years in HR/L&D with exposure to leadership development, competency frameworks, and stakeholder management.

Qualifications

• MBA/PGDM in HR/LD/OD or equivalent.
• Certification in Instructional Design, Coaching, OD, psychometrics or leadership development preferred.
• 10–15 years HR/L&D experience with focus on leadership development.

Responsibilities

• Design enterprise-wide learning strategy and capability-building initiatives.
• Lead leadership development programs and succession planning.
• Drive learning governance, roadmaps, and analytics for ROI.
• Manage LMS, digital learning, and vendor partnerships.
• Evaluate program effectiveness and business impact.

Skills

HR/L&D experience

Stakeholder management

Impact & influence

Learning agility

Education

MBA/PGDM in HR/LD/OD

Instructional Design Certification

Coaching certification (preferred)

Job description

Job Description: Senior Manager / AGM – Learning & Development

Location: Corporate Office, Pune

Job Purpose: To design, drive, and institutionalize enterprise-wide learning, leadership development, capability-building, and organizational effectiveness initiatives that enable business growth, strengthen leadership pipelines, and build future-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

• 10–15 years of HR/L&D experience.
• Minimum 5–7 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.
• Stakeholder Management
• Impact & Influence
• Learning Agility

Success Profile

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

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.
• 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).
• 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.
• 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.
• 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)

• Training coverage and participation rates
• Learning effectiveness scores
• Competency gap closure
• LMS utilization and digital learning adoption
• Learning ROI and business impact measures