Role Overview

The Head of Learning & Development is responsible for defining and executing the organization’s learning strategy to build future-ready capabilities, strengthen leadership pipelines, and drive high performance across all levels of the organization.

This role partners closely with senior leadership to align learning initiatives with business goals, cultural priorities, and long-term growth strategy.

Key Responsibilities 1. Learning Strategy & Leadership Development

Design and implement a comprehensive enterprise-wide L&D strategy aligned with business and talent priorities.

Lead leadership development programs for senior leaders, high potentials, and future leaders.

Build capability frameworks for critical skills including leadership, digital, functional, and behavioral competencies.

2. Organizational Capability Building

Identify current and future skill gaps through workforce analysis and stakeholder engagement.

Drive reskilling and upskilling initiatives to support business transformation.

Embed continuous learning culture across the organization.

3. Program Design & Delivery

Oversee design, delivery, and evaluation of learning programs (classroom, virtual, blended, experiential).

Partner with external vendors, coaches, and institutions for specialized learning interventions.

Ensure high-quality content, facilitation excellence, and learner engagement.

4. Learning Technology & Innovation

Lead adoption and optimization of learning platforms (LMS, LXP, digital learning tools).

Leverage data, analytics, and AI-enabled tools to measure learning impact and ROI.

Promote modern learning approaches such as social learning, microlearning, and experiential learning.

5. Stakeholder Management

Act as a strategic advisor to business leaders on talent and capability development.

Collaborate with HR Business Partners, Talent Management, and DEI teams.

Present learning insights and outcomes to senior leadership and board-level forums.

6. Governance, Measurement & Budgeting

Own the L&D budget and ensure optimal utilization.

Define KPIs and metrics to track learning effectiveness, capability improvement, and business impact.

Ensure compliance with internal policies and external learning standards where applicable.

Key Skills & Competencies

Strategic thinking and business acumen

Strong leadership and people management skills

Expertise in leadership development and adult learning principles

Experience with digital learning ecosystems and platforms

Data-driven decision-making and impact measurement

Excellent communication, facilitation, and stakeholder management skills

Qualifications & Experience

Master’s degree in HR, Organizational Development, Psychology, Business, or related field.

12+ years of progressive experience in Learning & Development or Talent Development.

Proven experience leading enterprise-wide learning initiatives.

Experience working with senior leadership and board-level stakeholders.

Exposure to large-scale transformation or growth environments preferred.

Success Metrics

Improved leadership bench strength and internal mobility

Increased employee capability and learning engagement scores

Measurable business impact from learning interventions

Strong learning culture adoption across the organization