Job Description

Division
Department
Sub Department 1
Job Purpose
Design and implement the learning and development plans & execution capability for sales teams as per the S&M Academy learning plans for employees in a therapy cluster, with a zonal/multi-state responsibility as the primary L&D partner for Zonal Business/HR leaders of that therapy cluster.
Key Accountabilities (1/6)
Provide support in identification of needs & priorities and design of interventions, implement L&D plans & initiatives in line with therapy priorities & talent demands in geography to build capability

• Support in conducting TNI from individual, role & business perspective to identify L&D plans for the year
• Implement Learning curriculum & roadmaps for individual contributor, FLM & SLM roles in the therapy cluster for the defined geography
• Participate & contribute to project teams to design the pre, during & post assessments of a learning intervention, along with support material to create an exhaustive toolkit for each learning intervention including communication, job aids, learning assignments, assessment mechanisms, participant workbook, etc

Key Accountabilities (2/6)
Facilitate smooth launch & implementation of learning initiatives under Technical, functional & behavioural learning areas to build capability, adhere to processes to drive & govern these initiatives to ensure all programs are conducted as per timelines

• Implement program launch plan, including communication, notes to leadership teams, Train the Trainer workshop design, pilot batch plans, launch support material and key geographies/therapies identified, if any for launch
• Drive implementation of product, therapy trainings through MiGurus, online learning modules
• Co-facilitate functional learning interventions along with MiGurus and drive/deliver managerial/behavioural learning interventions
• Strengthen partnerships within HR & Business teams to drive learning implementation through briefing sessions etc.
• Identify business anchors/ co-facilitators at regional levels for co-ownership
• Adhere to guidelines, processes and role of participant, manager & leaders to drive transfer of learning with role of participant, manager & leaders
• Adhere to governance mechanism at regional level to ensure the program is being driven successfully & consistently
• Publish learning calendars & dashboards & drive efficiency & effectiveness metrics for the assigned therapy/geography

Key Accountabilities (3/6)
Identify customised learning needs if any in partnership with therapy & geography teams, build MiGurus in partnership with HR/Business teams to build internal capability

• Beyond national priorities & plans, partner with business on customised learning needs from a therapy/geography perspective
• Design & deliver new interventions if existing programs are insufficient
• Proactively identify short term priorities/needs of a specific therapy/geography and identify learning needs, if any that need partnering
• Contribute to building internal capability of HR teams/Business Leader Teachers (MiGurus - Identifying, building, recognizing)

Key Accountabilities (4/6)
Drive and be part of the team driving key L&TM/HR projects across India Business

• Partner with respective HR teams on Talent Management projects like 360, Promotions & elevations, Talent calibration etc
• Contribute to other HR projects & teams
• Identify/build/maintain relationships with external L&D partners & consultants
• Partner in setting up the Sales & Marketing academy

Key Accountabilities (5/6)
Key Accountabilities (6/6)
Major Challenges

• Alignment across business stakeholder, trainers, HR teams on the objectives & design of the learning plans, roadmaps & interventions. This requires building collaborative working relationships across functions & teams
• Ensuring quality & consistent implementation of the intervention design during pre, during & post of the intervention on the field. Processes, governance mechanisms & regular touch points with the field teams helps in the same
• Driving & communicating effectiveness of learning interventions. Clear post training plans to report post training action plans & success stories. Clear success measures to be identified for each learning intervention

Key Interactions (1/2)

• Field L&D team -to seek feedback, share updates. Etc.
• Sales HR team across India Business - case-based - to understand learning needs, feedback on existing programs etc.
• Business Heads/location heads - for approvals / inputs/ sign offs
• COE teams - as per need

Key Interactions (2/2)

• L&D partners & consultants - need based
• External forums like webinars etc - need based

Dimensions (1/2)

• Responsible for learning & development of over 400-500 employees
• Pan state/zone role responsible for Sales Learning & Development initiatives
• Close co-ordination with Field L&D team members on a regular basis
• Monthly Training Calendar & Training Dashboard reporting all trainings across geography team
• Deliver trainings/TTTs by self for field sales teams
• Partnerships with external consultants as per need

Dimensions (2/2)
Key Decisions (1/2)
Learning intervention execution plans
Key Decisions (2/2)
Learning intervention design & delivery
Program launch plan, TTT design, pilot batch, planning, Implementation guidelines, Governance mechanisms
Vendor tie ups & partnership
Education Qualification
MBA, Bachelors/Masters in Organisation Psychology/Life Sciences/B.A. or Master's Degree (Adult Education, Organizational Psychology, Training, etc)
Working knowledge of common L&D principles, frameworks & processes like ADDIE, Kirkpatrick, ID etc.
Relevant Work Experience

• 5 to 9 years experience of directly or indirectly managing L&D teams
• High level of English proficiency
• Experience of working in a field L&D role , preferably in matrix organizations

Skills Required