Training Specialist

Bodycraft Salon Spa and Clinic; Bengaluru Urban; On-site; INR 800,000 - 1,200,000; Full time

Job summary

A wellness and fitness organization in Bengaluru is seeking a Mid-Senior level professional for Human Resources. The ideal candidate will lead training and development initiatives, manage talent effectively, and improve capability building processes. Applicants should have 4-7 years of relevant experience, strong planning and communication skills, and a background in developing training tools. This full-time role offers a chance to significantly impact organizational growth and employee development.

Qualifications

• 4-7 years of experience in Learning & Development or Talent Management
• Prior experience with SOP/process development required

Responsibilities

• Develop and execute the POC Framework.
• Conduct Training Need Analysis (TNA) and deliver training interventions.
• Manage employee lifecycle mapping and progression frameworks.
• Design and implement organizational SOPs and compliance processes.
• Champion people alignment and organizational goals.

Skills

Strong planning

Project management

Documentation abilities

Excellent communication

Stakeholder management

Facilitation skills

Data-driven

Process orientation

Digital training tools development

Education

Graduate in HR or Business Administration

Specialized certifications in L&D/Talent Management

Job description

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To drive people capability building and talent management initiatives across the organization through structured frameworks, robust processes, and data-driven insights. Responsible for enabling growth, sustainability, governance, and people centricity via training, SOP development, talent journeys, and project delivery.

Key Result Areas (KRAs) and Responsibilities

Growth & Capability Building

• Develop, execute, and continuously improve the POC Framework.
• Conduct Training Need Analysis (TNA), Training Need Identification (TNI), and deliver training interventions.
• Map training plans to business requirements and maintain a capability dashboard.
• Drive training throughput and ensure execution.
• Maintain and update records – dashboards, calendars, reports.
• Ensure closure of training milestones as per defined schedules.
• Adhere to SOPs and enable organisational process improvements.
• Develop, implement, and monitor adherence to new/existing processes and SOPs.
• Drive alignment meetings and internal communication with trainers.

Projects and Innovation

• Lead projects such as:
• Development of sales models and modules.
• Design and implementation of LMS & automation for training and operational processes.
• Rollout of engagement platforms.
• Support franchise onboarding and career progression programs across corporate and business units.

Talent Management & Employee Journey

• Manage employee lifecycle mapping and progression frameworks.
• Skill mapping and optimising talent using OSM (Organisation Structure Mapping).
• Design, execute and monitor career progression and IJP (Internal Job Posting) avenues.
• Foster retention through Individual/Organizational Development Planning (IDP/ODP/ADP).
• Curate and update service training modules for internal/external stakeholders.
• Conduct audits to measure training delivery quality.
• Ensure TTT (Train-the-Trainer) programs are regularly conducted.
• Track trends and innovations for module enhancement.

Governance & Compliance

• Oversee POC operational processes and program adherence.
• Ensure preparation, adherence, and review of key documents (CPP, MAS, requisition, and hierarchy sheets).
• Lead the design and implementation of organizational SOPs and compliance processes.
• Organize regular townhalls and coordinate timely report submissions.

People Centricity & Organizational Development

• Champion people alignment and organizational goals.
• Create and implement career progression paths.
• Drive mutual alignment through escalations management, redressal committees, and sign-off processes.
• Support franchisee structure alignment and drive operational effectiveness at outlet level.

Stakeholder/Team Management

• Facilitate team education, skill development, and performance review.
• Upskill internal and external trainers/teams according to the framework.
• Timely talent recognition and remedial planning.
• Drive cross-functional team alignment and performance enhancement.

KPIs

• % completion of capability building initiatives vs. plan
• Training attendance and throughput metrics
• Adherence to SOP and reporting deadlines
• Employee retention and internal movement statistics
• Timeliness and quality of career pathing and progression frameworks
• Stakeholder feedback: satisfaction and engagement scores

Short-/Mid-/Long-Term Milestones

(Illustrative only; refer to Milestones worksheet for full list)

• Short Term: Conduct Tell Me sessions, daily hygiene re-implementation, team KRA/KPI setting, corporate CPP framework design.
• Mid Term: Rework and alignment of training modules, mapping skill-designation alignment, mentor-buddy system post-NHOP.
• Long Term: Expansion of trainers through IJP, master module development for leadership, L&D perspective integration.

Requirements

• Education: Graduate in HR, Business Administration, or relevant field; specialized certifications in L&D/Talent Management preferred.
• Experience: 4-7 years in Learning & Development, Talent Management, or Capability Building roles; prior experience with SOP/process development required.
• Skills: Strong planning, project management, and documentation abilities
• Excellent communication, stakeholder management, and facilitation skills
• Data-driven, strong on process orientation
• Ability to develop and implement digital training tools

Key Relationships

• Internal: All business verticals (Salon, Skin, Clinic, Ops, etc.), Trainers, Business Heads, Corporate HR

Success Profile

• Consistently meets or exceeds defined KRAs and KPIs
• Proactive in driving business-linked interventions
• Recognised for outstanding organizational value contribution
• Demonstrated ability to enable sustainable capability building

Working Days: 6 Days ( Sunday Off)

Seniority level

• Mid-Senior level

Employment type

• Full-time

Job function

• Human Resources
• Industries
• Health, Wellness & Fitness