Job Description
inMorphis is looking for an experienced Manager – Learning & Development to lead enterprise-wide learning, capability development, competency management, and organizational development initiatives. The role will be responsible for building a future-ready workforce by aligning learning strategy with business objectives, technical capability requirements, certifications, project readiness, and employee development. Approximately 20% of the role will focus specifically on designing and driving Behavioural, Managerial, and Leadership Development Programs across different employee levels. The ideal candidate should be a strategic L&D professional with strong hands-on execution experience, capable of translating business skill gaps into measurable learning interventions and demonstrating impact through learning analytics and business outcomes. Industry: IT Services / SaaS / Software. Key Responsibilities include: 1) Strategic L&D & Learning Governance – Develop and execute the annual L&D strategy, training plan, and quarterly learning calendar aligned with business priorities. Conduct Training Needs Identification (TNI/TNA) through business, competency, performance, and skill-gap analysis. Establish learning governance, policies, processes, and standards across the organization. Partner with business leaders, HR, and functional stakeholders to identify current and future capability requirements. Manage learning budgets, vendors, external partners, and cross-functional learning initiatives. 2) Competency Framework & Capability Development – Develop, maintain, and govern technical, functional, behavioural, managerial, and leadership competency frameworks. Create role-wise competency matrices and skill-gap assessment mechanisms. Design role-based learning pathways aligned to career levels and job families. Drive Individual Development Plans (IDPs) based on competency gaps, performance needs, career aspirations, and future role requirements. Build capability programs for project readiness, interview readiness, resource deployment, and career progression. 3) Behavioural & Leadership Development – 20% Role Ownership – Design and drive structured Behavioural, Managerial, and Leadership Development Programs for employees at different career levels. Build learning interventions around Communication and influencing skills, Stakeholder management, Time and priority management, Performance management, Feedback and coaching, People management, Conflict management, Emotional intelligence, Leadership effectiveness, Strategic thinking and decision-making. Develop leadership journeys for first-time managers, mid-level managers, and emerging leaders. Partner with business leaders to identify leadership capability gaps and create targeted interventions. Measure program effectiveness through pre/post assessments, behavioural indicators, manager feedback, and business outcomes. 4) Technical Learning, Certification & ServiceNow Capability – Drive role-based technical learning and certification programs aligned with business and project requirements. Establish certification roadmaps and monitor certification compliance. Identify technical skill gaps and coordinate targeted upskilling/reskilling programs. Support ServiceNow-focused learning and certification initiatives across relevant technical and functional roles. Partner with technical SMEs and business teams to build project-specific learning modules and bootcamps. 5) Learning Programs & Resource Readiness – Design and manage onboarding programs, role-based bootcamps, project readiness programs, and capability-building initiatives. Ensure employees achieve defined learning and readiness milestones within agreed timelines. Create learning pathways for both technical and non-technical/behavioural competencies. Drive internal knowledge-sharing, mentoring, coaching, and peer-learning initiatives. 6) Learning Analytics & Effectiveness – Define and monitor learning KPIs such as Training completion, Learning effectiveness, Assessment scores, Skill improvement, Certification success, Program adoption, IDP completion, Leadership program outcomes. Measure learning impact using Kirkpatrick or equivalent evaluation methodology. Use LMS data, dashboards, surveys, and analytics to identify trends and improve learning interventions. Leverage AI tools for learning content creation, assessments, personalization, reporting, and L&D operational efficiency. 7) Organizational Development & Stakeholder Management – Support organizational development and employee capability initiatives. Partner with HRBPs, business leaders, managers, and technical teams to drive a culture of continuous learning. Facilitate cross-functional capability-building initiatives and strategic talent programs. Support employee engagement, career development, and talent development initiatives.
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