Senior Manager - Learning & Org Development

e2E RAIL Group; Karnataka; On-site; INR 1,200,000 - 1,600,000; Full time

Job summary

e2E RAIL Group is looking for a Senior Manager in Learning & Org Development to oversee training programs for technical and leadership skills in Karnataka, India. The ideal candidate will have over 10 years of experience in Learning & Development, with a strong emphasis on railway engineering. You will design curricula, facilitate training sessions, and evaluate program effectiveness. This full-time position aims to align training initiatives with organizational goals, ensuring continual learning and development.

Qualifications

• 10+ years of experience in Learning & Development.
• Expertise in technical (railway/construction) and leadership training.
• Demonstrated experience in designing and delivering training programs.

Responsibilities

• Conduct skill-gap analyses for training needs.
• Design curricula for technical and soft skills.
• Facilitate training sessions for diverse audiences.
• Implement training evaluation models and measure ROI.

Skills

Training Needs Analysis

Curriculum Design

Facilitation Skills

Instructional Design Principles

ROI Measurement

Education

Masters in HR/T&D, Engineering, or Psychology

Certifications like CPTD, PMP, or Kirkpatrick

Job description

8 - 15

Corporate Office

Full-Time

Job Purpose:

The SM – Learning & Org Development will spearhead the design, implementation, and evaluation of training programs for technical (Railway Engineering/Infrastructure) and behavioral/leadership domains. The role ensures alignment with organizational goals through structured Training Needs Analysis (TNA), content development, expert collaboration, delivery (online & ILT), feedback analysis, and ROI measurement. The incumbent will also drive continuous learning by converting feedback into actionable insights.

PS: Practitioners with demonstrated experience in Functional & Behavioral L&D from Railway Engg/ Infrastructure/ EPC Industry apply

Key Responsibilities & KRAs:

1. Training Needs Analysis (TNA) & Strategy Development

• Conduct skill-gap analyses for technical (railway engineering/infrastructure) and leadership/behavioral competencies.
• Collaborate with department heads to identify critical training priorities.
• Develop an annual L&D roadmap aligned with business objectives.

KPIs

• % of departments covered in TNA annually.
• Number of competency frameworks updated/created.
• Stakeholder satisfaction score (survey) on TNA accuracy.

2. Training Content Design & Development

• Design engaging curricula for technical (e.g., track maintenance, signaling, electrification) and soft skills (leadership, communication, safety culture).
• Leverage instructional design principles (ADDIE, Bloom’s Taxonomy) for online (eLearning, webinars) and ILT modes.
• Partner with Subject Matter Experts (SMEs) to validate content accuracy.

KPIs

• Content relevance score (post-training feedback).
• Time-to-market for new programs (vs. timeline).

3. Training Delivery & Facilitation

• Facilitate high-impact sessions (classroom, virtual, blended) for diverse audiences.
• Ensure seamless logistics for ILTs (venue, materials, tech).
• Monitor attendance and engagement in online platforms (LMS/webinars).

KPIs

• Average training attendance rate (>85%).
• Completion rate for eLearning modules (>90%).

4. Learning Evaluation & ROI Measurement

• Implement Kirkpatrick’s model (Levels 1–4) to assess training effectiveness.
• Calculate ROI by linking training outcomes to productivity, safety, or cost savings.
• Analyze feedback to refine programs (e.g., NPS, qualitative insights).

KPIs

• % of trainings evaluated at Level 3 (behavioral change).
• ROI for key programs (e.g., reduction in engineering errors post-training).
• Average feedback score (>4/5).
• Identify and onboard internal/external SMEs for specialized topics (e.g., railway safety standards).
• Manage vendor partnerships for content/licensing (e.g., LinkedIn Learning, technical certifications).

KPIs

• Cost savings via vendor negotiations (% reduction).
• SME Partnerships per year
• Drive initiatives like coaching circles, 360-degree feedback, and action-learning projects.

KPIs

• % of leaders showing improved competency scores (pre/post-assessment).
• Employee retention rate in critical roles.
• Curate digital learning paths (microlearning, simulations for technical skills) on Swadhyay & Swarachit Learning Platforms & Frameworks
• Track LMS usage and optimize content accessibility.

KPIs

• LMS active users/month (>80% of workforce).

Qualifications & Skills:

Education: Masters in HR/T&D, Engineering, or Psychology. Certifications like CPTD, PMP, or Kirkpatrick preferred.

Experience: 10+ years in L&D, with expertise in technical (railway/construction) and leadership training.