Busy Infotech - Learning & Development Manager

About the Role:

Build and own the Learning & Development function from the ground up - the capability building engine of the company. This role demands awareness about every program in role-wise skill-gap assessment. It is a hands on builder role with organisation-wide influence.

How Will We Measure Success in this role:

Success is measured in capability built and applied on the job - effectiveness scores, internal movement, and succession readiness - not in training calendars delivered.

Key Responsibilities:

1. L&D Strategy & Governance:

• Define the annual learning calendar, and budget; establish learning governance, vendor partnerships, and outcome reporting to leadership.
• Run role-wise training-needs and skill-gap assessments in partnership with function heads; link every program to the company competency framework rather than a generic course catalogue.

2. Busy Academy & Leadership Development:

• Design and launch the Busy Academy - certification framework, curriculum, assessment standards, and certification governance for role-critical skills.
• Build the middle-manager and future-leader development pipeline: selection, program design, delivery, and completion tracking.
• Develop and coach an internal trainer/SME network to standard; personally design and coordinate high-stakes sessions to senior audiences.

3. Learning Platforms & Digital Learning:

• Implement and administer the LMS and third-party course platforms; drive license activation, course completion, and a digital-first learning culture.
• Manage blended delivery across instructor-led, digital, and on-the-job formats, adapted to multi-location sales, support, and technology teams.

4. Learning Effectiveness & Org Capability:

• Measure programs at multiple levels - participant feedback, post-training assessment, and on the job effectiveness rated with managers and report learning outcomes, not attendance.
• Reconcile learning data with performance and movement data to demonstrate capability ROI to leadership.

5. AI-Ready Workforce & Adoption:

• Embed role-specific AI fluency into all learning pathways and the organizational Academy by making the effective use of AI tools a core, teachable, and measurable competency across every function.

Required Skills:

• 6-8 years of total experience in learning & development, capability building, or talent development.
• Demonstrated builder track record: has set up at least one structured capability program from scratch - a corporate academy, certification track, graduate/leadership pipeline, or the L&D function itself - and can evidence the outcomes it produced.
• Hands-on with competency frameworks and training-needs analysis; has translated role requirements into skill gaps, learning paths, and assessment criteria.
• Strong grounding in learning measurement - Kirkpatrick or equivalent - comfortable evidencing behaviour change and business impact to senior leadership.