Learning and Development Manager F&A

About Voya India : Voya India, formerly known as VFI SLK, pioneers the transformation of the financial services customer experience through the art of technology, innovation, and human creativity. We are dedicated to delivering cutting-edge solutions to Voya’s Health (employee benefits), Wealth (retirement), and Investment Management businesses. Our expertise lies in crafting inventive customer-centric solutions by digitizing, automating, and optimizing technology and business processes.

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About the Role : Role Overview

As a Learning Partner, you will act as a strategic advisor and learning consultant to enable functional capability, process proficiency, and power skill development. You will collaborate closely with business leaders, HRBPs, and subject matter experts to co-create and deploy impactful learning solutions aligned with operational priorities, regulatory needs, and employee growth.

The Learning Partner will play a critical role in managing the end-to-end learning cycle for the assigned business unit, from Training Needs Identification (technology, functional and domain skills) to program execution, facilitation and impact measurement.

Key Responsibilities :

1. Stakeholder Management :

Act as the primary point of contact for the assigned business unit, ensuring regular communication and alignment on learning priorities; Represent the L&D function in key business and functional forums.

Build and maintain strong relationships with business leaders and key stakeholders to understand business objectives to offer proactive solution

Partner with leadership to ensure learning solutions align with talent development goals and business strategy.

2. Training Needs Identification (TNI) :

Conduct comprehensive TNI assessments by collaborating with business stakeholders to identify skill gaps, development needs, and future capability requirements.

Analyze performance data, employee feedback, and business insights to determine the learning interventions required.

3. Learning Strategy, Program Design and Content Development :

Facilitate learning strategies and solutions(Internal and External) that meet the identified needs, ranging from leadership development, functional skills, and soft skills to role-based learning.

Curate or design learning programs that leverage blended learning methodologies, including digital, classroom, workshops, and on-the-job learning.

Ensure learning programs are tailored to the unique needs of the business unit, offering personalized and relevant content.

Design curriculum / content tailored to the assigned business vertical

Domain-Specific Learning Programs- Develop advanced training modules on accounting principles, risk analysis, and financial regulations; Integrate real-world scenarios to enhance practical application

4 . End-to-End Learning Cycle Management :

Oversee the planning, coordination, and execution of learning interventions from start to finish.

Manage the delivery of training programs, ensuring seamless execution, and collaborate with facilitators, trainers, and external vendors as needed.

Ensure logistical arrangements for training sessions, such as scheduling, communications, and materials, are handled efficiently.

Standardize learning approach and incorporate basic principles like process overviews, shadow, reverse shadow, case studies, assessments and certifications

Facilitate programs as required

Understand the knowledge management framework- includes SOP documentation

5. Impact Reporting & Analysis :

Establish key metrics and KPIs to measure the effectiveness and impact of learning interventions to generate impact reports and program ROI

Conduct pre and post-training assessments and feedback collection to evaluate learner engagement, skill development, and overall program success.

6. Continuous Improvement :

Monitor industry trends and advancements in learning domain to enhance the effectiveness of the learning programs.

Continuously gather feedback from learners and stakeholders to improve the design, delivery, and content of the training programs.

Knowledge Transfers (KT) for New Transitions :

Work closely with Transitions, Operations (offshore) and onshore teams to design end to end Knowledge transfer framework

Create KT detailed plan (internal training, external training, SME needs during external training, shadow-reverse shadow plan with milestones for assessment and certification)

Track, monitor and report training progress

Stay updated on financial regulations and industry standards.

7. L earning Culture & Enablement

Promote a continuous learning culture through campaigns, study circles, learning champions, and peer-led initiatives.

Enable digital learning adoption through platforms like LinkedIn Learning, internal LMS, etc.

Key Competencies and skills :

Strong stakeholder management and consulting skills.

Excellent interpersonal, communication, and organizational skills

Familiarity with adult learning principles and evaluation models (e.g., Kirkpatrick)

Exposure to learning tech platforms and analytics.

Proficient in Instructional design and e-learning development

Good understanding of traditional and modern training methods, tools and techniques

Proficiency with MS office tools specially ppt, excel etc

Ability to work cohesively with onshore, offshore and shared services teams

Vendor Management

Required Qualification and Experience

Minimum 12 to 15 years of experience in L&D, preferably in FnA or related domains

Proven experience in stakeholder management and leading learning initiatives end-to-end.

Excellent project management and organizational skills.

Familiarity with learning technologies and platforms (e.g., LMS, LinkedIn Learning, etc.).

Program Facilitation, Content Development

Certification in PMP, AZ-900, LOMA, or Six Sigma preferred

Education

Postgraduate / Graduate from a reputed institute

Domain Requirement

Strong understanding of financial processes, compliance, and accounting standards.

Experience in a GCC or global shared services environment preferred.