Website:
mindsprint.com
Job details:
Experience: 10–12 years of overall experience, with at least 5+ years in SAP training, capability building, or enablement roles, and demonstrated experience designing or running a structured academy / campus-to-competency program.
Reports To: Head of SAP Delivery, Mindsprint
Role Overview
Mindsprint is institutionalizing a full-scale SAP Academy to build a continuous, predictable pipeline of deployable SAP talent — spanning campus recruits (engineering, CA, CMA, MBA), adjacent/transferable hires, and existing employees who need upskilling. We are seeking a SAP Capability Development & Academy Lead to own this end-to-end: from cohort design and classroom delivery through capstone projects, live-project deployment, account-specific coaching, leadership behavior development, and institutional governance.
This is not a pure trainer role. The person will design and run the Academy as an operating unit — building curriculum, managing a faculty pool of senior consultants, setting up and maintaining training infrastructure (sandbox systems, assessment platforms, training rooms), coordinating with account leadership for shadow deployments, and reporting progress against a metrics dashboard to practice leadership. The ideal candidate combines strong SAP functional/technical grounding with genuine program-ownership and instructional-design capability.
Business Objectives
- Build and operationalize a structured 3-month SAP Academy program for campus recruits across engineering, CA, CMA, and MBA entry points, with staggered/rolling intake windows.
- Create a repeatable pipeline: hire adjacent or transferable talent, train them on SAP skills, and deploy them into live projects.
- Upskill experienced hires on emerging SAP areas (S/4HANA, Clean Core, BTP, SAP-AI/Joule) through structured, ongoing learning tracks.
- Reduce time-to-productivity and pre-deployment attrition through measurable, gated readiness checkpoints (iMocha, capstone, mentor sign-off).
- Institutionalize the Academy — governance, faculty rotation, calendar cadence, and career-pathway linkage — so it operates independent of any single individual's bandwidth.
Key Responsibilities
1. Cohort & Curriculum Design
- Design a rolling cohort model that accommodates campus recruits arriving at different points in the year from different academic backgrounds (engineering, CA, CMA, MBA), routing each into an appropriate functional or technical track after a common foundation module.
- Own the full 3-month curriculum architecture: foundation tier, track-specific classroom training (functional and technical, e.g., FICO, MM/SD, PP/QM, ABAP/BTP, Basis), capstone project, and pre-deployment gate.
- Continuously refresh curriculum content based on cohort feedback, account deployment outcomes, and evolving SAP/AI landscape (S/4HANA, Clean Core, RISE).
2. Classroom Training Delivery
- Conduct or coordinate instructor-led training (ILT), virtual sessions, and hands-on workshops across SAP modules, personally facilitating at least two modules at depth.
- Customize delivery approach by audience (freshers, experienced upskilling hires, account-specific teams, leadership) using the right mix of e-learning, classroom, on-the-job, coaching, and knowledge-sharing formats.
- Build and manage a rotating faculty pool of senior consultants (Track Leads and guest SMEs) to deliver module-specific deep dives, including defining their responsibilities and time commitment.
3. Capstone Project Design & Evaluation
- Design end-to-end capstone scenarios (e.g., simulated order-to-cash or procure-to-pay cycles) in a sandbox environment that mirror real client builds rather than slide-based case studies.
- Form cross-functional capstone teams, define evaluation rubrics, and coordinate senior delivery leads as evaluators.
4. Deployment, Shadow Tracking & Feedback
- Manage the shadow-to-full-time deployment pipeline: placement on live projects, mentor/buddy assignment, and a structured transition gate before full-time allocation.
- Own the 30/60/90-day post-deployment feedback cycle in coordination with Project Managers, and feed recurring gaps back into curriculum design.
- Maintain a live view of shadow-slot capacity across accounts, negotiating placement with account delivery leads each quarter.
5. Assessment Management (iMocha)
- Administer iMocha assessments at entry (baseline), post-classroom (checkpoint), and pre-deployment (gate), maintaining question banks mapped to each track.
- Track score trends over time as a leading indicator of both individual readiness and classroom effectiveness.
6. Account-Specific Coaching & Learning
- Design and maintain account-specific onboarding content (client org structure, SAP landscape, terminology, escalation paths) for each active account (e.g., ofi, Olam Agri, TwO, Rivulis).
- Coordinate account-leadership introductions and buddy/mentor assignments ahead of deployment, and keep account materials current as client landscapes evolve (e.g., post-go-live support models).
7. Leadership Behaviors & Executive Presence
- Run a parallel, recurring (not one-time) behavioral track covering communication, customer centricity, and executive presence — including client email/status-report writing, verbal update simulations, and role-plays of difficult client conversations.
- Coordinate leadership “meet and expectation-setting” touchpoints across the program: Day-1 practice-head welcome, track-lead expectation-setting, skip-level fireside chats, and pre-deployment account-leadership introductions.
8. Tools & Productivity Skills
- Ensure all recruits are proficient in Excel, PowerPoint, and Word to a standard usable on live client engagements (formulas/pivot tables, structured client decks, functional spec/documentation standards).
9. Internal Tools Socialization
- Coordinate Day-1 onboarding to Mindsprint internal systems (Grow, Darwin Box, and other HR/LMS platforms) in partnership with HR, ensuring hands-on navigation rather than a passive walkthrough.
10. Industry & Domain Understanding
- Partner with ISG (or equivalent domain/analyst partner) to design and deliver Food & Agri and other relevant industry-understanding sessions — covering agri-commodity trade flows, domain vocabulary, and how industry context shapes SAP configuration decisions.
- Sequence domain immersion sessions after sufficient SAP foundation has been built, so trainees can connect domain concepts to actual configuration choices.
11. Training Infrastructure & Content Ownership
- Own provisioning and upkeep of pre-configured sandbox S/4HANA systems (aligned to Mindsprint's Agri Global Template where relevant), separate capstone environments, and iMocha/LMS licensing.
- Develop and maintain high-quality training materials: user manuals, quick-reference guides, process documents, e-learning modules and videos, and role-based curricula mapped to functional tracks.
- Manage logistics: training room booking/fit-out at Chennai and Bangalore, virtual/hybrid delivery setup for remote faculty or ISG sessions, and a bookable capstone “war room.”
12. Program Governance & Review
- Run the review cadence: weekly cohort pulse checks, bi-weekly track-lead syncs, monthly steering committee reviews, end-of-cohort closure reviews, and quarterly Academy effectiveness reviews with practice leadership.
- Maintain a central metrics dashboard — cohort intake data, iMocha score distributions, capstone scores, shadow-to-full-time conversion time, 90-day feedback scores, and attrition of Academy-trained vs. non-Academy hires — and use it to justify continued investment.
- Own the operationalization roadmap: design and leadership approval, infrastructure build, content development, faculty readiness, pilot cohort, and steady-state scale-up on a quarterly intake calendar.
- Drive SAP-AI adoption and change management within the practice through orientation sessions, FAQs, and mentoring, and tie Academy completion to a visible internal credential/career pathway.
Required Skills & Competencies
SAP Expertise
- Strong functional and/or technical knowledge in at least two or more SAP modules (FI/CO, MM, SD, HCM, PP/QM, ABAP/BTP, etc.).
- Experience with SAP S/4HANA strongly preferred; familiarity with Clean Core principles and BTP is an advantage.
- Exposure to SAP implementations, rollouts, RISE with SAP programs, or support environments.
Program Ownership & Instructional Design
- Demonstrated experience designing or running a structured, multi-week training program or academy — not just delivering individual sessions.
- Ability to build curricula, assessment frameworks, and capstone/evaluation rubrics from scratch.
- Experience creating digital learning content (e-learning modules, videos, quick-reference guides).
Facilitation, Interpersonal & Stakeholder Skills
- Excellent facilitation and presentation skills; ability to simplify complex technical concepts for varied audiences (freshers, business users, leadership).
- Strong stakeholder management — able to work across HR, Track Leads, account delivery leaders, Project Managers, and external domain partners (e.g., ISG).
- High adaptability, learner-centric approach, and an analytical mindset for training-needs assessment and metrics-driven program improvement.
Qualifications
- Bachelor's degree in Engineering, IT, Business, or a related field.
- SAP certification(s) preferred.
- Training/instructional-design certifications (e.g., Train-the-Trainer, Instructional Design) are a plus.
Preferred Experience
- Experience in large-scale SAP transformation programs (e.g., RISE with SAP S/4HANA migrations).
- Exposure to global training rollouts across multiple geographies or entities.
- Familiarity with agile project environments.
- Prior experience setting up or scaling a corporate academy, campus-to-competency pipeline, or GCC-style capability-building function.
- Exposure to commodity, agri, or manufacturing industry domains is an advantage.
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