You will be taken to Sundaram Finance’s own careers page to apply. Job ID Job_1008.
Job description
Role Purpose
To lead the organization’s Learning & Development function and Skill Development Institute, creating an integrated capability-building ecosystem that develops employees, strengthens the leadership pipeline, builds job-ready talent, and supports the organization’s long-term business and talent requirements.
The role will be responsible for the complete learning lifecycle, from identifying capability gaps and designing learning interventions to measuring outcomes, while also building the Skill Development Institute as a strong platform for developing employable talent and creating a sustainable talent pipeline.
Key Responsibilities
1. Learning & Development Strategy
Develop and execute the organization-wide L&D
and capability-building strategy aligned with business priorities.
Partner with Business Heads and HRBPs to
identify current and future skill requirements.
Establish structured learning journeys across
different roles, levels, and functions.
Drive a culture of continuous learning,
capability building, and self-development.
Create an annual learning calendar based on
business and employee development requirements.
2. Functional & Frontline Capability Building
Design targeted learning programs for business,
credit, collections, operations, customer service, risk, audit, and support functions.
Strengthen induction and role-readiness
programs for new employees.
Develop structured programs for frontline and
branch employees with focus on product knowledge, customer orientation, sales effectiveness, compliance, and productivity.
Work with business teams to ensure learning
interventions address actual performance and capability gaps.
3. Leadership & Talent Development
Build structured development interventions for
first-time managers, middle management, senior leaders, and identified high-potential employees.
Design leadership development journeys
covering people management, business orientation, decision-making, collaboration, and strategic thinking.
Support succession planning and internal
talent development through focused development programs.
Establish coaching, mentoring, and
manager-development frameworks.
4. Skill Development Institute Leadership
Provide overall leadership and strategic
direction to the Skill Development Institute.
Develop industry-relevant training programs
that improve employability and job readiness.
Build a structured curriculum covering financial
services fundamentals, customer handling, sales, digital capabilities, workplace skills, communication, and professional behaviour.
Establish appropriate training, assessment,
certification, and quality standards.
Build partnerships with colleges,
universities, training institutions, and other relevant ecosystem partners.
Position the Institute as a potential talent
feeder for entry-level and frontline requirements, while maintaining appropriate selection standards.
Track training completion, certification,
placement, and progression outcomes.
5. Digital Learning & Learning Innovation
Strengthen the digital learning ecosystem
through LMS, virtual learning, micro-learning, blended learning, and self-paced programs.
Explore AI-enabled and technology-based
learning solutions where they add meaningful value.
Develop scalable learning content that can
reach employees across locations.
Build internal knowledge repositories and
promote peer-to-peer knowledge sharing.
6. Learning Effectiveness & Analytics
Establish clear metrics to measure learning
effectiveness and business impact.
Move beyond training attendance and
participant feedback to evaluate application of learning and improvement in capability.
Develop dashboards covering learning
participation, completion, assessment scores, skill improvement, certification, and other agreed business outcomes.
Continuously review programs and improve them
based on feedback and measurable outcomes.
7. Governance & Stakeholder Management
Manage the L&D and Skill Development
Institute budgets effectively.
Build and manage a strong network of internal
faculty, external trainers, academic institutions, and learning partners.
Establish appropriate governance and quality
standards across learning programs.
Present capability-building priorities,
progress, and outcomes to senior management.
Ensure programs are aligned with
organizational policies, regulatory requirements, and business priorities.
Key Deliverables / KPIs
Learning strategy aligned with business
priorities
Employee learning coverage and program
completion
Improvement in functional and role-based
capabilities
New-joinee readiness and time-to-productivity
Leadership development and internal talent
pipeline
Effectiveness of managerial
capability-building programs
Skill Development Institute enrolment,
certification and placement outcomes
Creation of job-ready talent pipelines for
relevant roles
Digital learning adoption
Learning effectiveness and demonstrated
application on the job
Quality and cost effectiveness of learning
interventions
Internal faculty and knowledge-building
capability
Desired Profile
Education
MBA / PGDM in HR, Learning & Development,
or a related discipline.
Relevant certifications in L&D,
instructional design, coaching, leadership development, or talent management would be an advantage.
Experience
Around 15+ years of overall experience,
with significant experience in Learning & Development, Talent Development, Capability Building, or related areas.
Experience leading an L&D function or
large-scale learning interventions.
Exposure to BFSI/NBFC/Banking/Financial
Services would be preferred.
Experience in managing an academy, training
centre, skill development initiative, or institutional learning model would be an added advantage.
Strong experience partnering with senior
business leaders and managing external learning/academic partners.
