Apply Now : Head of Learning and Development

Experience range : 15+ years

Qualification : Postgraduate / MBA, Preferred- Ph.D.

1. Building an Internal Training Hub

The main goal is to create an "Academy," which is basically a top-notch, in-house training facility or "capability center." Think of it as a dedicated school within the company. Its purpose is to train and develop employees so the business always has a highly skilled and knowledgeable team ready to go.

2. Partnering with Schools and Universities

This involves working with outside "academic programs," such as colleges, universities, and even government organizations. The idea is to collaborate with them to find, train, and potentially recruit new talent. This helps the company stay connected to the latest academic developments and build a pipeline of future employees.

3. Managing New Hires

This is all about the "Hiring & Onboarding" of DETs (likely an abbreviation for a specific type of trainee, such as a Diploma Engineer Trainee). This person will be responsible for bringing these new hires into the company and making sure their transition is smooth and effective.

4. Managing Trainee Progress

The "OJT Lifecycle management" and "Trainees Engagement" points are about overseeing the entire journey of trainees, especially during their On-the-Job Training (OJT). This includes making sure they are learning effectively, their training is on track, and they feel connected and engaged with the company throughout their program.

5. Designing and Delivering Training

This area, "Learning & Development," focuses on creating and implementing training programs. The role holder will need to figure out what skills the current employees need to be more effective and then design and deliver the right training programs to meet those business needs.

6. Improving Trainee Programs

"GET Excellence" (likely Graduate Engineer Trainee Excellence) is about ensuring that programs for graduates are of the highest quality. This means continuously improving these programs to make sure the trainees get the best possible experience and training, setting them up for success.

7. Embracing Technology for Training

The last point, "Drive best in class process and practices across the L&D landscape embedding digital initiatives," is about making sure all training and development activities are modern and efficient. This involves using the latest digital tools and technology to make training more accessible, effective, and data-driven. It's about bringing the training process into the digital age.