Tata Tele Business Services - Head - Learning CoE Segment

Location: Mumbai
Function: Human Resources
Job Purpose:
- To build the enterprise capability strategy by anchoring business-relevant, performance focused, and future-ready learning.
- The role leads to the creation of a single competency framework, embeds skill-based learning journeys, and steers the shift from traditional training to digitally enabled, AI-led, and impact driven learning experiences.
Role Summary:
- This is a builder and business partner role - ideal for someone who thrives in environments undergoing transformation and sustained periods of change.

You'll lead the Learning CoE with responsibility for:
- Laying the foundation (competencies, learning journeys, digital platforms)
- Solving business outcomes through tailored learning programs
- Uplifting the learning team's consultative, design and delivery capability, project management skills
- Introducing AI awareness and skills-based learning design to future-proof development across levels
- You will work closely with functional and business leaders, SLT to make learning an enabler of performance, readiness, and growth.
Key Job Duties and Responsibilities:
1.

Build the Learning Infrastructure:
- Design and deploy a single, enterprise-wide competency led learning framework covering key roles and skills
- Define capability models for functional, behavioral, and leadership development
2. Solving Business Problems Through Learning:
- Partner with leaders to diagnose business performance challenges
- Co-create learning programs that directly improve sales, service, productivity, or manager effectiveness.
3. Lead Signature Capability Programs:
- Launch and scale programs like Manager Capability, Sales Force Effectiveness, and Digital Fluency
- Replace generic classroom programs with job-relevant, modular learning journeys
4. Enable Digital Learning & AI Transition:
- Fix or replace the LMS, and build adoption of self-paced, bite-sized, digital learning
- Create awareness and foundation for AI-driven skills platforms, role-based learning paths, and adaptive content delivery
5. Elevate the L&D Team:
- Coach and build the team's ability to consult, diagnose, and design, implement and govern programs
- Transition L&D from coordination to performance consulting
6. Measure Learning Impact:
- Use SMART, actionable metrics: adoption, completion, application, and business impact
- Build learning analytics dashboards and report insights into business leadership
What success looks like (12-24 months):
- Functional, leadership, and role-based learning journeys and framework deployed and adopted
- At least 3 business-critical capability programs (Academies) redesigned and rolled out within 12 months
- 50% shift to digital/blended learning in frontline and people manager roles
- L&D team equipped with stakeholder management, performance consulting, and data fluency
- Roadmap for AI-readiness in learning is defined and socialized across key functions
Ideal Profile:
- 12-15 years of experience in L&D, Capability Building, or Leadership Development
- Strong business problem solver with ability to translate challenges into capability needs
- Deep knowledge of adult learning design, digital learning ecosystems, and LMS/LXP implementation
- Experience building or scaling competency models, academies, or skills-based learning
- Exposure to organizations undergoing digital/cultural transformation
- Awareness of AI trends in learning, skills clouds, adaptive platforms, and personalization
- Solid commercial acumen, proven project management skills, facilitation, influence, and storytelling ability with senior leaders to navigate change
Added Advantage:
- Experience in consulting, telecom, tech, SaaS, or sales-led organizations
- Knowledge of tools like Degreed, EdCast, Cornerstone, Viva Learning, or AI-driven LXPs
- Past success in repositioning L&D from "cost center" to "value driver"