Website:
Job details:
JOB DESCRIPTION
HEAD – LEARNING & DEVELOPMENT
CTC Range: Rs. 30 to 35 lacs per annum
Location: Mumbai
Reporting To: CHRO
ROLE PURPOSE
We are looking for an accomplished and forward-thinking Head – Learning & Development to build and lead the organisation’s Learning, Capability Building and Leadership Development agenda.
This is a strategic and developmental leadership role responsible for creating an organisation-wide learning ecosystem that strengthens leadership capability, builds a strong pipeline of future leaders, improves restaurant and functional performance, enables organisational growth, and embeds a culture of continuous learning.
The incumbent will work closely with the Leadership Team, Operations, HR, Business Heads and Functional Leaders to identify current and future capability requirements and translate business priorities into structured learning and development interventions.
A critical mandate of the role will be to move the organisation from a predominantly programme-led training approach towards a business-linked, capability-driven and scalable learning architecture.
The role will have significant responsibility for developing leadership capability, building internal trainers and coaches, strengthening functional academies, supporting new restaurant openings, enabling career progression, improving operational execution, and measuring the impact of learning interventions on business performance.
KEY RESPONSIBILITIES
1. LEARNING & CAPABILITY BUILDING STRATEGY
Develop and lead the organisation’s Learning & Development strategy aligned with the company’s business strategy, growth plans and organisational priorities.
2. BUILDING THE ORGANISATIONAL LEARNING ARCHITECTURE
Design a structured learning framework covering employees across different levels of the organisation.
Ensure that employees understand the capabilities required to succeed in their current roles and progress to future roles.
3. LEADERSHIP DEVELOPMENT & SUCCESSION PIPELINE
Build a strong leadership development architecture across the organisation.
4. RESTAURANT OPERATIONS CAPABILITY BUILDING
Partner closely with Operations leadership to improve restaurant execution and build strong operational capability.
Ensure that learning interventions address actual operational challenges and contribute to measurable improvements in restaurant performance.
5. FUNCTIONAL CAPABILITY ACADEMIES
Partner with Functional Heads to build structured capability development programmes for critical functions.
Develop structured curricula, certification mechanisms and learning pathways for each academy.
6. TRAIN-THE-TRAINER & INTERNAL FACULTY DEVELOPMENT
Build a scalable internal training ecosystem across the organisation.
The objective should be to create a culture where Managers are responsible for developing Managers and Leaders are responsible for developing Leaders.
7. NEW RESTAURANT OPENING CAPABILITY & GROWTH READINESS
Develop a scalable learning model to support the organisation’s restaurant expansion plans.
8. TALENT DEVELOPMENT & CAREER ARCHITECTURE
Partner with HR and Business Leaders to create visible development and career opportunities within the organisation.
9. CULTURE & ORGANISATIONAL DEVELOPMENT
Use learning interventions as an important lever for building organisational culture.
10. LEARNING NEEDS DIAGNOSIS & PERFORMANCE CONSULTING
Move the L&D function beyond traditional Training Needs Identification towards a Performance Consulting approach.
Ensure that learning programmes are designed to solve specific organisational and business challenges.
11. DIGITAL LEARNING & LEARNING TECHNOLOGY
Build a scalable and technology-enabled learning ecosystem.
12. LEARNING EFFECTIVENESS, ANALYTICS & BUSINESS IMPACT
Establish strong mechanisms for measuring the effectiveness of learning interventions.
Move beyond traditional measures such as training hours and participant feedback.
Develop Learning Dashboards and periodically present capability insights to the Leadership Team.
13. EXTERNAL PARTNERSHIPS & LEARNING ECOSYSTEM
Develop strategic partnerships with Business Schools, Hospitality Institutes, Leadership Development Organisations, Learning Technology Providers, Executive Coaches, Industry Experts, External Faculty and Consultants
Evaluate and manage external learning partners while simultaneously building strong internal capability.
14. L&D TEAM LEADERSHIP
Build and lead a high-performing Learning & Development function.
CANDIDATE PROFILE
Experience
- Approximately 15–22 years of progressive experience in Learning & Development, Capability Building, Leadership Development, Organisational Development or related areas.
- Significant experience in organisations with large, geographically distributed frontline workforces.
- Strong preference for experience in:
- QSR
- Hospitality
- Retail
- Consumer Services
- Aviation
- Large Multi-Unit Operations
- Experience working closely with Operations and Business Leadership teams.
- Demonstrated experience in building learning frameworks, leadership development programmes and organisational capability initiatives.
- Experience supporting organisations undergoing rapid growth, expansion or transformation.
EDUCATIONAL QUALIFICATIONS
- MBA / Postgraduate qualification in Human Resources, Organisational Behaviour, Learning & Development or related disciplines preferred.
- Professional certifications in Learning & Development, Leadership Development, Coaching, Psychometrics, Instructional Design or Organisational Development will be advantageous.
KEY COMPETENCIES
The successful candidate should demonstrate:
Strategic Thinking
Ability to connect business strategy with organisational capability requirements.
Business & Commercial Acumen
Strong understanding of business operations and the ability to connect learning initiatives with business outcomes.
Organisation Building Capability
Ability to build systems, frameworks and scalable learning infrastructure.
Leadership Development Expertise
Strong understanding of leadership capability building, talent development and succession planning.
Operations Orientation
Ability to work closely with frontline operations and understand the realities of restaurant businesses.
Performance Consulting
Ability to diagnose organisational performance issues and develop appropriate interventions.
Stakeholder Management
Ability to influence senior leaders and partner effectively with Operations and Functional Leadership teams.
Execution Excellence
Strong ability to translate strategy into practical programmes and ensure disciplined execution.
Facilitation & Communication
Exceptional communication, facilitation and presentation capabilities.
Data & Analytics Orientation
Ability to use learning analytics and business data to evaluate capability gaps and measure organisational impact.
Innovation & Digital Mindset
Ability to leverage technology, digital learning and Artificial Intelligence to build scalable learning solutions.
IDEAL CANDIDATE
The ideal candidate is not simply a Training Head.
We are looking for a Learning & Organisational Capability Leader who can operate as a strategic partner.
The individual should be equally comfortable:
- discussing organisational capability and leadership pipelines with senior management;
- spending time in restaurants understanding operational challenges;
- designing scalable learning systems and leadership programmes;
- coaching senior leaders and managers;
- developing internal trainers and future leaders;
- and using data to demonstrate the impact of learning on organisational performance.
The successful candidate will have the opportunity to build a Learning & Development function that becomes a strategic enabler of the organisation’s growth and creates a strong internal pipeline of capable managers and future leaders.
Click on Apply to know more.