• Understand functional capability needs and collaborate with business stakeholders to drive end-to-end learning interventions—from need identification and solutioning to program execution and impact measurement.

• Partner with internal teams and external learning providers to deliver high-impact programs that align with business goals and demonstrate measurable ROI and capability enhancement.

• Take ownership of learning effectiveness by tracking business impact, gathering feedback, and continuously refining learning strategies based on insights and evolving priorities.

• Facilitate select learning sessions, leveraging strong facilitation skills to enhance learner engagement and reinforce key development themes.

Responsibilities will be developed and finalized over time and will include but will not be restricted to:

Functional Activities 

• Collaborate with department heads and stakeholders to identify learning needs and design structured employee development pathways.
• Develop and deliver tailored learning solutions for non-operations functions such as HR, Finance, Commercial, Digital & Technology, and GRC.
• Leverage diverse instructional methods-learning, workshops, blended journeys—to enhance learner engagement and outcomes.
• Evaluate learning effectiveness through feedback, surveys, and performance metrics; recommend improvements based on insights.
• Coordinate with external training partners to ensure consistent, high-quality delivery aligned with agreed standards.
• Engage with stakeholders to identify function-specific capability gaps and development opportunities.
• Support creation and deployment of learning calendars, content, and delivery modes with appropriate customization.
• Review and optimize existing learning programs by staying updated on emerging learning technologies and practices.
• Manage end-to-end coordination of courses with trainers, mentors, and other stakeholders.
• Maintain learning documentation, systems (LMS), and materials including handbooks and digital content.
• Conduct assessments and feedback sessions to identify skill or knowledge gaps and inform future interventions.
• Organize and manage training schedules; act as the primary point of contact for learner groups.
• Organize & manage the training schedule and act as the first point of contact for the learner groups.
• Attend trainings to track its progress & flow and highlight issues that could impact the overall objectives of the program.

Any other additional responsibility could be assigned to the role holder from time to time as a standalone project or regular work. The same would be suitably represented in the Primary responsibilities and agreed between the incumbent, reporting officer and HR.

Learning Strategy & Program Design

Strong MS Office Skills – Excel, PowerPoint

Stakeholder Management 

Strong Time Management and Organizational Skills

Instructional Design & Facilitation

Data Analysis & Impact Measurement

Project & Program Management

Learning Need Identification & Solutioning

• of functions with completed LNI and approved learning plans
• Timeliness of LNI completion and solution design

Program Execution & Calendar Realization

• of planned programs successfully launched as per calendar
• Adherence to program timelines and delivery milestones

Learner Engagement & Participation

• Average participation rate across programs
• Completion rate of learning journeys and modules

Learning Impact & Effectiveness

• Post-program feedback scores
• improvement in performance metrics linked to learning interventions
• ROI of learning programs (qualitative and quantitative impact)

Stakeholder & Partner Management

• Stakeholder satisfaction scores (internal feedback)
• Quality and consistency of external partner delivery

Facilitation & Trainer Effectiveness

• Number of sessions facilitated directly
• Facilitation feedback scores (if applicable)

Internal Interfaces

Functional Leaders & Department Heads

• To understand capability needs, align on learning priorities, and co-create relevant interventions.
• For sign-offs, strategic alignment, and reporting of learning impact and ROI.

Cross-Functional Linkages

• Collaborate across various functions and employees at all levels of the organization to ensure competency, commitment and compliance with L&D programs and initiatives.

HRBPs & LAB Members

• For coordination on nominations, calendar rollout, and function-specific learning execution.

Employees & Learner Groups

• As end-users of learning programs, for feedback, engagement, and facilitation support when required.

External Interfaces

External Learning Partners & Trainers

• To ensure quality delivery, content customization, and adherence to agreed standards.

Minimum Education requirements

• Graduate in any discipline (preferably in HR, Psychology, Education, or Business).
• Postgraduate degree or diploma in Human Resources, Learning & Development, Organizational Development, or related fields is preferred.

Experience

Minimum

Desired

• 4–6 years of relevant experience in Learning & Development, with exposure to end-to-end program management.

• Candidates with experience in business operations, sales, or commercial roles are welcome, especially if they bring strong business understanding and stakeholder management skills.
• Experience in the aviation sector is an added advantage