Senior Manager - Learning & Development

Aditya Birla Group; Maharashtra; On-site; INR 900,000 - 1,500,000; Full time

Job summary

Aditya Birla Group is seeking a Learning & Development professional focused on driving the organization’s learning and capability-building agenda. The role collaborates with business leaders to identify development needs, design and implement learning interventions, and support talent management processes across the organization.

Responsibilities include conducting annual LNA, designing programs using internal and external resources, and partnering with Function Heads to build high-potential

Qualifications

• Experience in designing and implementing learning programs for employees.

Responsibilities

• Conduct Learning Needs Analysis (LNA) to identify capability gaps.

Skills

Learning & Development

Learning Needs Analysis

Program Design

Leadership Development

Vendor Management

Talent Management

Business Alignment

Job description

Position Purpose and Summary

The role is responsible for driving the organization’s learning and capability-building agenda by identifying development needs, designing and implementing learning interventions, and executing talent management processes. The incumbent partners with business leaders to develop high-potential talent, strengthen capability, foster a culture of continuous learning, and ensure learning initiatives are aligned with strategic business objectives and organizational growth priorities. Additionally, the role manages learning partnerships, evaluates program effectiveness, and supports the execution of key talent development processes across the organization.

Essential Duties And Responsibilities

• Conduct annual and ongoing Learning Needs Analysis (LNA) to identify capability gaps and align learning interventions with business and individual development needs.
• Design, develop, and implement learning programs for employees using internal and external learning resources.
• Partner with Function Heads to create and execute talent development plans for high-potential employees.
• Drive leadership and professional development initiatives to build future-ready talent pipelines.
• Evaluate the effectiveness of learning programs through feedback, assessments, and business impact metrics, and implement continuous improvements.
• Promote a culture of continuous learning and development across the organization.
• Manage relationships with external training partners, facilitators, and learning vendors as required.
• Support organizational capability-building initiatives aligned with strategic business objectives.
• Execution of Talent Processes.