HOD - Learning & Development

Position Overview :

The Learning & Development (L&D) Lead is responsible for driving strategic learning initiatives across sugar manufacturing units, distilleries, and associated agri-operations. The role encompasses designing and delivering structured learning, technical training , skill development , and competency enrichment exercises for employees, contract workforce, and farmers. This position plays a pivotal role in aligning capability-building with operational efficiency, continuous improvement practices like TPM, and farm-level development.

Key Responsibilities :

Strategic Learning & Capability Building

Formulate and execute the L&D roadmap aligned with business goals and unit-specific needs.

Conduct Training Needs Analysis (TNA) to identify skill and competency gaps across functional and operational teams.

Implement competency development and mapping frameworks for sugar unit roles, agri-operations, and leadership pipelines.

Design career development journeys and internal certification frameworks to support role-based capability.

Skill Development & Enrichment

Lead skill development initiatives for factory technicians, operators, junior engineers, and support staff.

Plan and conduct technical training and skill enrichment exercises focused on process optimization, maintenance best practices, and safety standards.

Collaborate with HODs and unit heads to embed continuous learning and upskilling at the shopfloor level.

TPM, Technical Capability & Compliance

Coordinate all training and awareness related to Total Productive Maintenance (TPM), 5S, Kaizen, and Lean Manufacturing.

Support maintenance and engineering departments in building role-specific technical competence.

Ensure statutory and compliance training programs are conducted regularly with proper documentation and records.

4. Field & Farmer Training

Design and facilitate farmer capacity-building programs covering sustainable agriculture, varietal selection, crop health, water use efficiency, and mechanization.

Organize on-field demonstrations, model plot visits, and peer learning sessions in collaboration with agri-extension officers.

Promote rural skill-building among farm workers and youth through localized training programs and awareness campaigns.

5. Unit & Farm Engagement

Undertake regular visits to sugar plants and farming clusters to assess training needs, monitor learning effectiveness, and collect feedback.

Facilitate on-ground training, toolbox talks, safety drills, and behavior-based learning sessions in coordination with site teams.

Capture and share best practices across units for replication and standardization.

6. Digital Learning & Evaluation

Manage Learning Management System (LMS) and create digital, mobile-friendly content for plant and field staff.

Maintain a central training MIS and dashboard to track training hours, coverage, feedback, and learning outcomes.

Conduct post-training evaluations, impact studies, and ROI analysis of major L&D initiatives.

Qualifications & Skills :

Graduate / Postgraduate in HR, Agriculture, Engineering, or related disciplines; MBA / PGDM in HR preferred.

12–16 years of L&D experience in sugar, distillery, manufacturing, or agribusiness sectors.

Hands-on knowledge of technical training, skill development models, TPM implementation, and competency mapping.

Strong communication, facilitation, and stakeholder management skills across plant, field, and corporate levels.

Proficiency in MS Office, LMS platforms, and training content creation tools.

Comfortable with extensive travel to factory units and rural areas for on-site interventions.

Desirable Traits :

Certified in TPM, Instructional Design, or Competency Assessment.

Experience with government skilling schemes (e.g., PMKVY, NSDC) and Farmer Producer Organizations (FPOs).

Fluency in regional languages for field engagement and farmer communication.