Website:
Job details:
Job Description
Job Description Senior AVP/ AVP Learning & Development
Location: Bellandur, Bengaluru
Work Model: Hybrid
Experience: 8 12 Years
Function: Learning & Development / Talent Development
Level: Senior AVP / AVP
About The Role
We are looking for a seasoned
Learning & Development professional to lead and drive the L&D agenda for a fast-growing Global Capability Centre (GCC) of a leading global financial services and asset management organization.
The role will be responsible for designing and executing a comprehensive learning strategy aligned with business priorities, building critical capabilities across the organization, and developing programs that strengthen leadership, functional, behavioural and future-ready skills.
The ideal candidate will bring strong experience in
L&D strategy, leadership development, capability building, learning governance and stakeholder management, preferably within a complex corporate, financial services, professional services or GCC environment.
Key Responsibilities
L&D Strategy & Capability Building
- Develop and execute the annual Learning & Development strategy aligned with business and talent priorities.
- Partner with business leaders and HR leadership to identify current and future capability requirements.
- Build structured capability development frameworks across functional, behavioral, leadership and future skills.
- Drive organization-wide learning interventions that support business growth, transformation and talent retention.
- Develop learning roadmaps for critical talent segments, high-potential employees and emerging leaders.
Leadership & Talent Development
- Design and deliver leadership development programs across various levels of the organization.
- Build interventions focused on first-time managers, people managers, senior leaders and succession pipelines.
- Partner with Talent Management / HRBPs on high-potential and succession development initiatives.
- Drive programs around executive presence, people leadership, strategic thinking, change leadership and collaboration.
Learning Programs & Execution
- Own the end-to-end lifecycle of learning programs needs assessment, design, content development, implementation and impact measurement.
- Evaluate and deploy a mix of instructor-led, virtual, digital and experiential learning solutions.
- Develop and manage relationships with external learning partners, consultants, coaches and training providers.
- Leverage technology, digital learning platforms, AI-enabled learning solutions and modern learning methodologies to enhance learner experience.
- Ensure learning programs are scalable and relevant to a diverse GCC workforce.
Business & Stakeholder Partnership
- Act as a strategic L&D partner to business leaders, HRBPs and functional heads.
- Conduct regular capability discussions with stakeholders and translate business challenges into actionable learning interventions.
- Influence senior stakeholders and drive adoption of learning initiatives across the organization.
- Build strong partnerships with global HR / L&D teams and ensure alignment with enterprise-wide talent priorities.
Learning Analytics & Governance
- Establish appropriate L&D metrics, dashboards and governance mechanisms to track program effectiveness and business impact.
- Monitor learning participation, capability development, employee engagement and learning outcomes.
- Use data and insights to continuously improve learning programs and investment decisions.
- Manage L&D budgets, vendor governance and program effectiveness.
Innovation & Future Skills
- Identify emerging capability requirements driven by AI, automation, digital transformation and evolving business models.
- Introduce innovative learning formats and technology-enabled development solutions.
- Build a culture of continuous learning and encourage self-directed development across the organization.
- Benchmark external best practices and bring relevant global L&D trends into the organization.
Key Requirements
- 8 12 years of experience in Learning & Development, Talent Development, Leadership Development or a closely related HR COE.
- Strong experience in designing and implementing enterprise / organization-wide L&D programs.
- Proven experience partnering with senior business stakeholders and leadership teams.
- Strong exposure to leadership development, capability building and talent development initiatives.
- Experience working in a GCC, multinational, financial services, asset management, consulting or other complex corporate environment would be preferred.
- Strong understanding of adult learning principles, instructional design and modern learning methodologies.
- Experience managing external L&D vendors, consultants and learning partners.
- Strong analytical and program management capabilities, with the ability to measure learning effectiveness and business impact.
- Excellent communication, presentation, influencing and stakeholder management skills.
- Comfortable working in a fast-paced, high-growth and globally connected environment.
- Exposure to LMS, digital learning platforms, AI-enabled learning and learning analytics will be an advantage.
Ideal Candidate Profile
The ideal candidate is a
strategic yet hands-on L&D leader who can operate effectively between business strategy and execution.
You Should Be Someone Who Can
- Think beyond training and build business-led capability strategies.
- Engage confidently with senior stakeholders and business leaders.
- Translate business requirements into impactful learning solutions.
- Build scalable leadership and functional capability programs.
- Bring a strong external perspective on modern L&D practices.
- Balance strategic thinking with strong execution and program ownership.
Click on Apply to know more.
