Job Description

Position Title:
Learning Manager
Job Code
-
Grade:
D2
Function:
Human resources
Location:
Gurugram
Reports to:
BU Learning Lead
(Non-Ops)
Role Level:
Manager

• Job Purpose

• Understand functional capability needs and collaborate with business stakeholders to drive end-to-end learning interventions-from need identification and solutioning to program execution and impact measurement.

• Partner with internal teams and external learning providers to deliver high-impact programs that align with business goals and demonstrate measurable ROI and capability enhancement.

• Take ownership of learning effectiveness by tracking business impact, gathering feedback, and continuously refining learning strategies based on insights and evolving priorities.

• Facilitate select learning sessions, leveraging strong facilitation skills to enhance learner engagement and reinforce key development themes.

• Key Accountabilities

Responsibilities will be developed and finalized over time and will include but will not be restricted to:
Functional Activities

• Collaborate with department heads and stakeholders to identify learning needs and design structured employee development pathways.
• Develop and deliver tailored learning solutions for non-operations functions such as HR, Finance, Commercial, Digital & Technology, and GRC.
• Leverage diverse instructional methods-learning, workshops, blended journeys-to enhance learner engagement and outcomes.
• Evaluate learning effectiveness through feedback, surveys, and performance metrics; recommend improvements based on insights.
• Coordinate with external training partners to ensure consistent, high-quality delivery aligned with agreed standards.
• Engage with stakeholders to identify function-specific capability gaps and development opportunities.
• Support creation and deployment of learning calendars, content, and delivery modes with appropriate customization.
• Review and optimize existing learning programs by staying updated on emerging learning technologies and practices.
• Manage end-to-end coordination of courses with trainers, mentors, and other stakeholders.
• Maintain learning documentation, systems (LMS), and materials including handbooks and digital content.
• Conduct assessments and feedback sessions to identify skill or knowledge gaps and inform future interventions.
• Organize and manage training schedules; act as the primary point of contact for learner groups.
• Organize & manage the training schedule and act as the first point of contact for the learner groups.
• Attend trainings to track its progress & flow and highlight issues that could impact the overall objectives of the program.

Any other additional responsibility could be assigned to the role holder from time to time as a standalone project or regular work. The same would be suitably represented in the Primary responsibilities and agreed between the incumbent, reporting officer and HR.

• Skills/Qualities Required

Learning Strategy & Program Design
Strong MS Office Skills - Excel, PowerPoint
Stakeholder Management
Strong Time Management and Organizational Skills
Instructional Design & Facilitation
Data Analysis & Impact Measurement
Project & Program Management

• Key Performance Indicators

Learning Need Identification & Solutioning

• % of functions with completed LNI and approved learning plans
• Timeliness of LNI completion and solution design

Program Execution & Calendar Realization

• % of planned programs successfully launched as per calendar
• Adherence to program timelines and delivery milestones

Learner Engagement & Participation

• Average participation rate across programs
• Completion rate of learning journeys and modules

Learning Impact & Effectiveness

• Post-program feedback scores
• % improvement in performance metrics linked to learning interventions
• ROI of learning programs (qualitative and quantitative impact)

Stakeholder & Partner Management

• Stakeholder satisfaction scores (internal feedback)
• Quality and consistency of external partner delivery

Facilitation & Trainer Effectiveness

• Number of sessions facilitated directly
• Facilitation feedback scores (if applicable)

• Key Interfaces

Internal Interfaces
Functional Leaders & Department Heads

• To understand capability needs, align on learning priorities, and co-create relevant interventions.
• For sign-offs, strategic alignment, and reporting of learning impact and ROI.

Cross-Functional Linkages

• Collaborate across various functions and employees at all levels of the organization to ensure competency, commitment and compliance with L&D programs and initiatives.

HRBPs & LAB Members

• For coordination on nominations, calendar rollout, and function-specific learning execution.

Employees & Learner Groups

• As end-users of learning programs, for feedback, engagement, and facilitation support when required.

External Interfaces
External Learning Partners & Trainers

• To ensure quality delivery, content customization, and adherence to agreed standards.

• Educational and Experience Requirements

Minimum Education requirements

• Graduate in any discipline (preferably in HR, Psychology, Education, or Business).
• Postgraduate degree or diploma in Human Resources, Learning & Development, Organizational Development, or related fields is preferred.

Experience
Minimum
Desired

• 4-6 years of relevant experience in Learning & Development, with exposure to end-to-end program management.

• Candidates with experience in business operations, sales, or commercial roles are welcome, especially if they bring strong business understanding and stakeholder management skills.
• Experience in the aviation sector is an added advantage

Skills Required