Job Description
Role Sr. L&D Partner
Location Bengaluru
Experience 3–5 years in Learning & Development
We’re MiQ, a global programmatic media partner for marketers and agencies. Our people are at the heart of everything we do. No matter the role or location, we’re united in the vision to lead the programmatic industry and make it better.
Our Bengaluru Centre of Excellence is a technology GCC and the engine driving technology development and support for MiQ’s markets worldwide. It is home to Engineering, Product, Data Science, and DnA teams, where some of MiQ’s most important work gets done.
As our Sr. L&D Partner, you’ll sit close to the business, anticipating the skills MiQ will need as AI, automation, and shifting business models reshape how we work. You’ll turn that foresight into capability frameworks, learning pathways, and programmes that keep people ahead. This is a strategic, hands-on role with real ownership and visibility.
The heart of this role is business partnering, capability building, and growing managers and leaders. You’ll act as a strategic partner to the business rather than a training coordinator. You’ll shape and direct the design, delivery, platforms, and vendors that bring learning to life with the support of the wider L&D team and available tools.
Partner with the business and anticipate future capability
Partner with business leaders across Engineering, Product, Data Science, and Analytics to identify future capability needs, emerging skills, and workforce shifts driven by AI, automation, and changing business models.
Translate business priorities into a clear learning and capability strategy, connecting today’s goals to the skills MiQ will need next.
Partner closely with global teams across markets and time zones, aligning local capability with global standards and priorities.
Act as a trusted internal consultant by running structured needs analysis through interviews, focus groups, observation, and data. Turn business challenges into outcome-linked learning briefs and advise on the most effective build versus buy approach.
Build capability architecture
Design and maintain capability frameworks and skill taxonomies across Engineering, Product, Data Science, and DnA.
Identify critical and emerging skills and translate them into role-based learning pathways that guide how people grow into and across roles.
Keep capability frameworks and pathways current as roles, tools, and business requirements change.
Grow managers and leaders
Own manager effectiveness through programmes, toolkits, and coaching that improve the quality of people management across the Centre of Excellence.
Drive leadership development and strengthen succession capability by building bench strength for critical roles.
Facilitate manager and leadership programmes both in person and virtually.
Design and deliver learning
Shape engaging and learner-centric solutions including blended learning journeys, workshop materials, manager toolkits, and e-learning. Solutions should be grounded in adult learning principles and delivered with support from the wider team and available tools.
Put AI and modern learning technology into practical use including the LMS Workday Learning and LXP to work smarter, tailor learning, and improve learning delivery.
Facilitate and deliver learning with impact for individual contributors and new joiners by reading the room, adjusting in real time, and providing effective feedback.
Direct vendors and manage budgets where external solutions are selected instead of being built internally, maintaining quality and ensuring timely delivery.
Measure impact on business outcomes
Go beyond completion and activity metrics to determine whether learning interventions have improved business outcomes.
Use recognised measurement models such as Kirkpatrick, Phillips ROI, and OKR-linked measurement. Turn results into executive-ready and easy-to-understand business reporting.
Work with Talent Leads to track outcomes including promotion readiness, internal mobility, retention, performance improvement, and manager effectiveness. Use these insights to strengthen capability priorities.
What Success Looks Like
Business leaders sign off that learning briefs and solutions map to real business priorities.
Managers and leaders visibly improve through effectiveness scores and completed development plans.
Capability frameworks and learning pathways are adopted and remain current across functions.
Learning is credibly linked to business outcomes rather than only activity metrics.
Who are your stakeholders?
Business leaders across Engineering, Product, Data Science, and DnA are the primary partners. You’ll translate their priorities into capability that keeps their teams ahead.
Global teams and leaders across MiQ’s markets are key stakeholders. You’ll work closely with them to keep business and learning goals aligned worldwide.
Learners themselves are important stakeholders who experience the pathways and programmes you build.
What You’ll Bring
3–5 years in L&D with real business-partnering exposure and hands-on responsibility for capability and programmes.
Business-facing consulting is the core of this role. You should be comfortable working with senior leaders, understanding business priorities, and shaping capability strategy around them. You should be able to work effectively with stakeholders ranging from CXOs to engineers.
Global partnership experience is a must. You should have worked closely with distributed global teams across different markets and time zones.
Capability building experience including capability frameworks, skill taxonomies, and role-based learning pathways is preferred, along with a strong track record that can be extended into these areas.
Manager and leadership development experience including designing or delivering programmes that improve manager effectiveness and build leadership bench strength and succession capability.
Strong facilitation skills with confidence delivering programmes up to manager and leadership level both in person and virtually. The ability to hold a room, read the audience, and adapt delivery is important.
Solid instructional design fundamentals and hands-on experience with e-learning authoring tools such as Articulate, Rise, or Captivate. Experience with an LMS such as Workday Learning is preferred. Exposure to an LXP and virtual facilitation tools such as Mural, Mentimeter, MS Teams, or Zoom is also valuable.
A learning mindset with curiosity about AI. You should keep up with current L&D practices, new methodologies, and the latest AI platforms and apply relevant developments to learning initiatives.
Outcome-minded thinking with a focus on business outcomes such as mobility, retention, promotion readiness, and manager effectiveness rather than activity alone.
A strategic, collaborative, and agile approach. You should welcome multiple perspectives, constructively challenge briefs, and remain steady when priorities shift.
Added advantage includes experience in a GCC, captive organisation, or technology Centre of Excellence. A background in the adtech or technology industry is also beneficial. Familiarity with coaching or psychometric tools such as Hogan, MBTI, or DISC is a plus.
This is a broad brief and the company is clear about what matters most. In order of fit, the role prioritises a business-facing L&D consultant, followed by a leadership development specialist, a capability architect, an instructional designer, and a traditional training manager. Strength in the first three areas is more important than handling every operational task single-handedly.
Candidates are encouraged to apply even if they do not meet every single requirement. The talent team may identify relevant experience from a candidate’s background that fits this role or another opportunity at MiQ.
What impact will you create?
This role shapes how MiQ builds the capabilities it will compete on in the future. You’ll partner with business leaders to identify future skills and workforce capabilities required across Engineering, Product, Data Science, and Analytics, helping MiQ stay ahead of industry shifts in AI, automation, and decision intelligence.
You’ll build capability frameworks and learning pathways that strengthen succession pipelines, manager effectiveness, and long-term organisational readiness. The impact of this work will extend well beyond Bengaluru.
What’s in it for you?
MiQ’s Centre of Excellence is at the heart of the organisation and plays a significant role in the company’s global operations. The work created through this role will have a broad impact across the global business.
MiQ is committed to fostering a welcoming culture where people feel valued for what they bring. Global teams are committed to diversity, equity, and inclusion, with an ongoing focus on creating an even better place to work.
Values
MiQ’s values unite employees across the world, shape how the company works and makes decisions, and encourage people to remain authentic while continuously aiming for improvement.
We do what we love - Passion
We figure it out - Determination
We anticipate the unexpected - Agility
We always unite - Unite
We dare to be unconventional - Courage
Industry Advertising Services and Programmatic Media
Employee Size 501–1,000 employees
Benefits Competitive healthcare benefits, bonus and performance incentives, generous annual PTO, paid parental leave, two additional paid days to acknowledge holidays, cultural events, or inclusion initiatives, employee resource groups, internal and global mobility opportunities, new hire orientation with job-specific onboarding and training, and a hybrid work environment.
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