Senior Manager - Behavioral Academy

Job Summary:

• This role requires strong leadership, collaboration, accountability and an understanding of the eCommerce sector to drive learning outcomes that align with business goals.
• Develop and Align Behavioral Learning Strategy: Create a comprehensive, long-term learning and development (L&D) strategy that specifically targets critical behavioral and soft skills (e.g., leadership, emotional intelligence, communication, change management) needed to achieve strategic goals and desired culture as an organization thrives on the culture of innovation, experimentation through problem solving for scale and collaboration across individuals and teams.

• As the leader for Behavioral skill development, you need to identify and equip Flipsters with the right mindset and skillsets vital for navigating a dynamic and complex business environment across skills like emotional intelligence, adaptability, agility, critical thinking, collaboration, communication, and leadership.

Key Responsibilities:

1. Behavioral Learning & Development:

• Behavioral Learning Programs: Conduct a detailed TNI through empathy interviews, IDP data analysis, Performance data analysis and deploy online behavioral learning programs focused on enhancing key soft skills such as communication, emotional intelligence, conflict resolution, personal branding, storytelling, stakeholder management, negotiation,teamwork et al.
• Learning Platform Utilization: Leverage online learning platforms and tools to deliver engaging, scalable, and accessible behavioral development programs to employees across various levels.
• Custom Learning Paths: Develop tailored learning journeys that cater to different employee segments, ensuring that learning opportunities are relevant and aligned with the specific needs of teams, departments, and career paths.
• Behavioral Metrics & Evaluation: Track and measure the effectiveness of behavioral learning programs through key performance indicators (KPIs), participant feedback, and learning outcomes. Use data to improve and optimize future training programs.
• Collaboration & Engagement: Work closely with team leaders and managers to ensure behavioral learning is integrated into Individual development plans and performance management processes so that the solutions are personalized and application oriented.

3. Strategic planning, Change Management & Continuous Improvement:

• Learning Strategy Alignment: Align new hire onboarding and behavioral learning initiatives with the companys overall strategic goals and values, ensuring the programs contribute to improved employee performance and engagement.
• Adaptability: Stay current on industry trends, emerging learning technologies, and best practices in onboarding and behavioral skill development.
• Innovation: Champion innovation in learning methods and delivery, experimenting with new formats, tools, and approaches to enhance learning outcomes.
• Feedback Loop: Establish a system for collecting and acting on feedback from new hires and employees to refine and improve the learning processes continuously.