Edtech.com's Summary

Weekday (YC W21) is hiring a Head- Learning & Development. The role, based on-site in Pune, India, sets the learning and development strategy for one of Weekday's clients, covering skill-gap analysis, leadership development, and technical and commercial training for teams such as Sales, Application Engineering, and Customer Support. The Head also partners with senior leadership to build a leadership pipeline and to measure how training affects employee productivity and business performance.

Highlights

Develop the organization-wide L&D strategy and an L&D Charter, using Training Need Analysis to find individual, functional, and company-wide skill gaps and turning the results into annual training calendars and learning roadmaps.
Design and deliver technical training on semiconductor products, electronic components, and product applications, including for new product launches, to strengthen the Sales, Product Marketing, Application Engineering, and Customer Support teams.
Build commercial capability through programmes on negotiation, consultative selling, customer engagement, and key account management, working with functional leaders and subject-matter experts to keep content relevant.
Run leadership development programmes for senior management, functional heads, and people managers, and drive succession planning by identifying and developing high-potential employees.
Create competency frameworks, onboarding and induction programmes, and soft-skills and communication training, along with career development and internal mobility support.
Implement and manage a Learning Management System and develop e-learning and blended learning modules, while working with external platforms, industry experts, and training vendors.
Set learning KPIs, evaluate outcomes through assessments and post-training feedback, manage training budgets and vendor performance, and report through periodic L&D dashboards.
Requires 12 to 18 years of overall Human Resources experience, including at least 5 to 8 years leading L&D initiatives or an L&D function, with experience in semiconductor, electronics, technology, engineering, or B2B distribution preferred.
MBA or PGDM in Human Resources, Organisational Development, or Learning & Development, with certifications in L&D, talent management, or leadership development an advantage.
Salary range of INR 30 to 50 lakh per year (Rs 3,000,000 to Rs 5,000,000).

Head- Learning & Development Full Description

This role is for one of Weekday’s clients
Salary range: Rs 3000000 - Rs 5000000 (ie INR 30 - 50 LPA)

Min Experience: 12+ years
Location: Pune
JobType: full-time

We are seeking an experienced and strategic Head – Learning & Development to lead the organisation's overall Learning & Development (L&D) strategy and drive a strong culture of continuous learning. The role will focus on identifying skill gaps, strengthening employee capabilities, developing future leaders, and implementing structured learning initiatives aligned with organisational objectives.

The ideal candidate will bring extensive experience in designing and managing organisation-wide learning programmes, leadership development, technical and functional training, and talent development initiatives. The role will play a critical part in improving workforce capabilities, enhancing business performance, and building a strong leadership pipeline to support the organisation's long-term growth.

Requirements

Key Responsibilities

1. Learning & Development Strategy

Develop and implement the overall Learning & Development strategy in alignment with organisational goals and business priorities.
Conduct Training Need Analysis (TNA) to identify individual, functional, and organisation-wide skill gaps.
Design annual training calendars, learning roadmaps, and structured development programmes across departments.
Establish a comprehensive learning framework covering employees at all levels.
Develop and implement an organisation-wide L&D Charter to create awareness, visibility, and accountability for learning initiatives.

2. Technical and Functional Training

Design and deliver technical training programmes covering semiconductor products, electronic components, product applications, and industry developments.
Strengthen product knowledge and technical capabilities across Sales, Product Marketing, Application Engineering, and Customer Support teams.
Coordinate training initiatives for new product launches, emerging technologies, and changing market requirements.
Develop commercial capabilities through programmes focused on negotiation, customer engagement, consultative selling, and key account management.
Collaborate with functional leaders and subject-matter experts to ensure training content remains relevant to business requirements.

3. Leadership and Managerial Development

Design and implement leadership development programmes for senior management, functional heads, and people managers.
Build a strong leadership pipeline by identifying and nurturing high-potential employees for future leadership positions.
Drive succession planning and talent development initiatives across the organisation.
Develop management capabilities in strategic thinking, decision-making, team management, and performance management.
Establish structured development pathways to prepare employees for expanded responsibilities and leadership roles.

4. Employee Development and Capability Building

Develop competency frameworks for different functions, roles, and organisational levels.
Identify individual and organisational capability gaps and create targeted development plans.
Drive behavioural, soft-skills, communication, and interpersonal effectiveness programmes.
Establish structured onboarding, induction, and new-employee learning programmes.
Support career development, internal talent mobility, and employee growth initiatives.
Design role-based and competency-driven learning interventions to address current and future business needs.

5. Learning Technology and Digital Learning

Implement and manage Learning Management Systems (LMS) to streamline learning delivery and administration.
Develop digital learning modules, e-learning programmes, and blended learning solutions.
Leverage external learning platforms, industry experts, training vendors, and strategic learning partners.
Monitor employee participation, course completion, and learning progress through digital platforms.
Explore innovative learning methods and technologies to improve accessibility and effectiveness.

6. Training Effectiveness, Analytics and ROI

Establish measurable Key Performance Indicators (KPIs) to assess learning effectiveness.
Evaluate learning outcomes through assessments, participant feedback, and post-training evaluations.
Measure the impact of training initiatives on employee productivity, competency development, and overall business performance.
Manage training budgets, vendor performance, and learning-related expenditure.
Prepare periodic L&D dashboards, performance reports, and management updates.
Identify opportunities to improve learning programmes based on feedback, analytics, and business outcomes.

7. Leadership Pipeline and Strategic Learning Initiatives

Develop a robust leadership pipeline by identifying, assessing, and nurturing future leaders.
Build employee capabilities to address evolving business requirements and future organisational needs.
Design role-based, competency-driven L&D programmes across functions and leadership levels.
Establish organisation-wide visibility and awareness of learning and development initiatives.
Develop, implement, and continuously enhance a comprehensive L&D Charter.
Partner with senior leadership to align learning priorities with organisational strategy and long-term talent requirements.

Required Skills and Competencies

Strategic Learning & Development Management
Training Need Analysis (TNA)
Leadership Development and Succession Planning
Competency Mapping and Skill Gap Analysis
Technical and Product Training
Talent Development and Organisational Development
Learning Management Systems (LMS)
Strategic Leadership
Stakeholder Management
Training ROI, Learning Analytics, and Performance Measurement
Change Management
Strong communication, decision-making, and people-management skills

Must-Have Skills

Leadership Development
Strategic Leadership

Educational Qualifications

MBA / PGDM in Human Resources, Organisational Development, Learning & Development, or a related discipline.
Certifications in Learning & Development, Talent Management, or Leadership Development will be an added advantage.

Experience

12–18 years of overall experience in Human Resources, with significant expertise in Learning & Development.
Minimum 5–8 years of experience leading L&D initiatives or managing an L&D function.
Experience in the semiconductor, electronics, technology, engineering, or B2B distribution industry is preferred.
Proven experience managing organisation-wide learning initiatives and leadership development programmes.
Demonstrated ability to work with senior leadership and functional heads to build learning strategies aligned with business priorities.

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Edtech.com's Summary

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