Training & Development - HEAD

Mayur Uniquoters; Jaipur; On-site; INR 1,200,000 - 1,800,000; Full time

Job summary

Mayur Uniquoters is seeking a senior Training & Development leader to shape and drive the annual L&D strategy, identify competency gaps, and align programs with business objectives across plants and corporate functions. You will manage the Training Need Identification process, develop learning frameworks, coordinate budgets, and evaluate training impact through metrics, MIS, and continuous improvement.

The role includes leading internal trainer development, content creation, induction, and

Qualifications

• Develop and implement the annual Training & Development strategy.
• Identify competency gaps across departments and translate them into structured development plans.
• Ensure training initiatives align with HR policy and organizational objectives.

Responsibilities

• Lead the annual Training Need Identification (TNI) process across all departments.
• Develop structured learning frameworks for different levels and functions.
• Coordinate with internal trainers and external agencies for program execution.

Skills

Training strategy

TNI process

Budget management

Leadership development

Learning content design

Education

MBA in HR

Tools

MS Excel

LMS

PowerPoint

Job description

Key challenges include:

• Identifying current and future competency requirements in line with business objectives.
• Consolidating Training Need Identification (TNI) across departments and converting identified gaps into structured development plans.
• Ensuring effective utilization of the approved training budget.
• Maintaining adherence to the Annual Training Calendar and ensuring timely execution.
• Measuring training effectiveness and demonstrating business impact.
• Developing internal trainers and subject matter experts.
• Enhancing functional, behavioral, managerial and leadership capabilities.
• Ensuring continuous improvement in employee skill levels and competency matrices.
• Managing multiple training requirements across plant and corporate functions.

4. Principal Accountabilities & Supporting Actions

A. Training & Development Strategy

• Develop and implement the annual Training & Development strategy in alignment with organizational objectives.
• Establish training priorities based on business requirements, competency gaps and future capability needs.
• Define annual learning objectives, targets, coverage and training effectiveness parameters.
• Develop structured learning frameworks for different employee levels and functions.
• Ensure alignment of Training & Development initiatives with organizational policies and HR strategy.

B. Training Need Identification & Competency Development

• Lead the annual Training Need Identification (TNI) process across all departments.
• Review competency requirements and identify functional, behavioral, managerial and leadership gaps.
• Analyze individual and departmental competency matrices.
• Consolidate training requirements received from HODs and functional leaders.
• Prioritize training needs based on business impact, criticality and employee development requirements.
• Develop competency-building plans for identified skill gaps.
• Monitor improvement in competency levels through structured development interventions.

C. Annual Training Calendar & Execution

• Prepare and finalize the Annual Training Calendar based on approved training needs.
• Ensure timely execution of planned training programs across the organization.
• Review monthly training plans and ensure adherence to the approved calendar.
• Re-plan deferred or cancelled programs based on business priorities.
• Coordinate with HODs, internal trainers and external training agencies for program execution.
• Ensure appropriate training infrastructure, material and facilities are available.
• Monitor participation, attendance and completion of training programs.

D. Training Budget Management

• Prepare the annual Training & Development budget.
• Ensure effective utilization of the approved training budget.
• Monitor actual expenditure against the approved budget.
• Evaluate cost-effectiveness of external training programs and consultants.
• Coordinate with Finance/Accounts for timely processing of training-related payments.
• Identify opportunities for internal training and cost optimization.

E. Training Effectiveness & Evaluation

• Establish appropriate methods for measuring training effectiveness.
• Review participant feedback, pre- and post-training assessments and learning outcomes.
• Evaluate effectiveness of training faculty, content and methodology.
• Assess the impact of training on employee performance and competency development.
• Track training coverage, man-hours and other defined L&D KPIs.
• Prepare monthly and periodic MIS for management review.
• Initiate corrective actions wherever training effectiveness is below the expected level.

F. Learning Content & Module Development

• Identify and develop training modules based on organizational and functional requirements.
• Review existing training modules and update them as required.
• Develop pre- and post-training assessments where applicable.
• Coordinate with subject matter experts for technical and functional content development.
• Ensure training material is relevant to organizational processes and business requirements.
• Facilitate standardization of training content across departments.

G. Leadership & Management Development

• Design and implement development programs for supervisors, executives, managers and senior leadership.
• Identify high-potential employees and support their development through structured learning interventions.
• Develop programs focused on leadership, people management, communication, decision-making and managerial effectiveness.
• Support succession planning through capability development initiatives.
• Coordinate leadership development interventions with senior management and external experts.

H. Induction & Employee Integration

• Develop and continuously improve the employee induction and orientation framework.
• Ensure new employees receive structured organizational, functional and process-related orientation.
• Coordinate with respective departments for role-specific induction.
• Monitor completion and effectiveness of induction programs.
• Facilitate integration of new employees into the organization.

I. Internal Trainer & Knowledge Management

• Identify and develop internal trainers and subject matter experts.
• Establish an Internal Trainer Development framework.
• Encourage knowledge sharing and cross-functional learning.
• Promote internal learning sessions, technical talks and best-practice sharing.
• Develop a structured repository of training modules, presentations, assessments and training records.

J. Training MIS & Management Reporting

• Maintain accurate and updated Training & Development records.
• Monitor key L&D indicators such as:
• Training Man-Hours
• Training Coverage
• Training Calendar Adherence
• Training Cost
• Training Effectiveness
• Competency Improvement
• Employee Participation
• Prepare monthly, quarterly and annual Training & Development MIS.
• Present key findings, achievements, gaps and improvement plans to HR leadership and management.
• Ensure training records are maintained for review and audit purposes.

K. External Training & Vendor Management

• Identify and evaluate suitable external training institutes, consultants and faculty.
• Establish and maintain a network of reliable training partners.
• Evaluate training proposals, content, methodology and commercial terms.
• Monitor the quality and effectiveness of external training programs.
• Review vendor performance and maintain training partner records.

L. Continuous Improvement & Learning Culture

• Promote a continuous learning culture across the organization.
• Identify innovative learning methodologies and development practices.
• Introduce appropriate digital learning, workshops, on-the-job learning and knowledge-sharing initiatives.
• Benchmark Training & Development practices with relevant industry practices.
• Review the effectiveness of existing L&D processes and implement improvements.
• Support organizational capability-building initiatives as required.