Training Strategy
Conduct Training Needs Analysis (TNA).
Own and manage the training budget, ensuring cost optimization and measurable ROI
Prepare annual / quarterly / monthly training plans.
Develop and maintain a Competency Framework for different roles.
Design and develop training programs such as:
Onboarding / Orientation
Leadership & Management Skills
Sales & Customer Service Skills
Company Culture & Values
Evaluate training effectiveness (e.g., Kirkpatrick Model).
Manage LMS (Learning Management System) if applicable.
Organize classroom, virtual, and e- learning sessions.
Organizational Development (OD)
Standardize workflows and internal processes.
Contribute to:
Succession Planning
Career Path frameworks
Talent Pool development
Support restructuring or expansion projects.
Define and track L&D KPIs and dashboards, such as:
Training completion & engagement rates
Capability improvement
Training effectiveness & ROI
Integrate L&D with key HR processes:
Performance Review
KPI tracking
Engagement Survey
Leverage tools (e.g., Excel, Power BI, LMS analytics) to automate reporting and improve decision- making
Lead data analysis and reporting, providing actionable insights and recommendations to leadership
Team Management
Lead, coach, and develop L&D team members (Executives, Trainers)
Build internal training capability:
Ensure high standards of execution, timelines, and learning outcome
Promote a learning culture across the organization
Develop internal trainers / facilitators
Cross- Functional Collaboration
Work closely with:
HR Business Partners
Retail / Operations
Marketing
Collect feedback from Store
Build and drive internal learning culture & branding, including:
Leverage social media platforms to attract talent and enhance company imageManagers and Line Managers.
Develop campaigns to increase training engagement and participation
Employee growth journeys
Promote learning initiatives and success stories internally
Partner with HR and Marketing to strengthen employer branding through learning
Develop and manage external content related to people development.
Track and report training KPIs such as:
Impact on sales or performance
Training hours per employee per year
Course completion rates
Analyze employee capability and development data.
