About the role
Job Description – Head – Learning & Development (L&D)
Company: Millennium Semiconductors India Pvt . Ltd.
Location: Pune
Designation: Head – Learning & Development
Department: Human Resources
1. Role Purpose
To lead and drive the organization's Learning & Development strategy by identifying skill gaps, designing effective learning interventions, developing leadership capabilities, and building a continuous learning culture across the organization.
The role will focus on enhancing employee competencies, improving business performance, strengthening technical and functional capabilities, and aligning learning initiatives with organizational objectives.
2. Key Roles & Responsibilities
A. Learning & Development Strategy
• Develop and implement the overall Learning & Development strategy aligned with business goals.
• Identify organizational training needs through Training Need Analysis (TNA).
• Design annual training calendars and learning roadmaps across departments.
• Establish a structured learning framework for employees at all levels.
B. Technical & Functional Training
• Develop technical training programs covering semiconductor products, electronic components, product applications, and industry trends.
• Drive product knowledge and technical competency development for Sales, Product Marketing, Application Engineering, and Customer Support teams.
• Facilitate training on new product launches, emerging technologies, and market developments.
• Strengthen commercial capabilities, including negotiation, customer engagement, consultative selling, and key account management.
C. Leadership & Managerial Development
• Design leadership development programs for senior management, functional heads, and people managers.
• Develop succession planning and talent development initiatives.
• Drive management development programs focusing on strategic thinking, decision-making, team management, and performance management.
• Identify and develop high-potential employees for future leadership roles.
D. Employee Development & Capability Building
• Develop competency frameworks for different functions and job levels.
• Identify individual and organizational skill gaps and create development plans.
• Drive soft skills, communication, interpersonal effectiveness, and behavioral training.
• Establish structured onboarding and induction learning programs for new employees.
• Support career development and internal talent mobility initiatives.
E. Learning Technology & Digital Learning
• Implement and manage Learning Management Systems (LMS).
• Develop digital learning modules, e-learning programs, and blended learning solutions.
• Leverage external training platforms, industry experts, and learning partners.
• Monitor employee participation and learning progress through digital platforms.
F. Training Effectiveness & ROI
• Establish measurable KPIs to evaluate training effectiveness.
• Measure learning outcomes through assessments, feedback, and post-training evaluations.
• Evaluate the impact of training on employee productivity and business performance.
• Monitor training budgets, vendor performance, and learning expenditure.
• Prepare periodic L&D dashboards and management reports.
3. Key Competencies
• Strategic Learning & Development Management
• Training Need Analysis (TNA)
• Leadership Development & Succession Planning
• Competency Mapping & Skill Gap Analysis
• Technical & Product Training
• Talent Development & Organizational Development
• Learning Management Systems (LMS)
• Stakeholder Management
• Training ROI & Analytics
• Change Management
4. Educational Qualification
• MBA / PGDM in Human Resources, Organizational Development, or Learning & Development.
• Certification in Learning & Development, Talent Management, or Leadership Development would be an added advantage.
5. Experience
• 12–18 years of overall experience in Human Resources, with significant experience in Learning & Development.
• Minimum 5–8 years of experience leading L&D initiatives or managing an L&D function.
• Experience in the semiconductor, electronics, technology, engineering, or B2B distribution industry will be preferred.
• Experience in managing organization-wide learning initiatives and leadership development programs.
• KRA 1: Leadership Pipeline Development & Strategic Learning Initiatives.
• Develop a robust leadership pipeline by identifying and nurturing future leaders, enhancing employee capabilities to meet future business requirements, and designing role-based competency-driven L&D programmes. Establish organization-wide visibility and awareness of Learning & Development initiatives while developing and implementing a comprehensive L&D Charter across the organization.
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