Manager - Training & Development

A) Organisation Development:

• Play a key role in developing HR Strategies in line with the business strategy.
• Develop, implement, and manage strategies for organizational development aligned with the company's goals and objectives.
• Assess organizational needs through data analysis, surveys, and feedback to identify areas for improvement, participating and analyzing the survey reports visa-a-view organization positions and suggesting management on corrective actions.
• Design and execute change management initiatives, including restructuring, culture transformation, and process improvement.
• Relook at organization structure in line with the business strategy and perform annual revisiting of Job descriptions and Position evaluations.
• Facilitate organizational effectiveness by improving communication, teamwork, and employee engagement.
• Implement regular feedback mechanisms such as surveys, suggestion boxes, or one-on-one meetings to gather employee opinions, concerns, and suggestions for improvement.

B) Training & Development:

• Design the training philosophy which is aligned to the business needs.
• Designing and oversee the training and development programs tailored to employees' needs at various levels within the organization.
• Identify training needs by evaluating employee performance, skills gaps, and career development aspirations.
• Implement gamified learning experiences or challenges to make training and development more engaging and enjoyable for employees.
• Designing and Developing the annual training calendar and various training initiatives.
• Collaborate with department heads to implement various training programs and mentorship initiatives.
• Take initiatives in digitalization of Training and development process.

C) Talent Management:

• Work closely with Head HR to develop talent pipelines, succession plans, and career development frameworks.
• Implement performance management systems, providing guidance on goal setting, evaluations, and professional development plans.
• Identify high-potential employees and create programs to nurture their growth and retention within the organization.
• Assist CHRO in identifying and developing potential leaders within the organization and help to equip them with the necessary skills and abilities to take the organization forward successfully.

D) HR Policies & Procedures:

• Designing the SOPs for various HR Processes.
• Proposing, Revamping, and Benchmarking the existing HR policies from time to time.

E) Employee Engagement:

• Plan and Organize employee engagement activities across management staff.
• Plan team-building exercises or outings that encourage collaboration, communication, and bonding among team members, which might include offsite retreats, team sports events, or volunteer activities.