Key Responsibilities
A. L&D Strategy & Training Needs Analysis (TNA)
Complete a structured group-wide TNA within the first 90 days across Consulting, Offshoring and Technology, using partner/director interviews, delivery-quality data, client feedback, appraisal outcomes and skills assessments.
Build the annual L&D strategy and a published training calendar mapped to business priorities – international client growth, the GCC practice build-out and the AcoSpark roadmap.
Define role-based competency and learning pathways (associate to senior to assistant manager to manager) for each team type.
B. AI Enablement & Technical Upskilling
Design and deliver a tiered AI curriculum:
AI literacy for all staff – what generative AI is, safe and responsible use, data-confidentiality rules.
Role-based AI productivity – Microsoft 365 Copilot, ChatGPT and Claude for accountants and consultants; prompt engineering; AI in bookkeeping reconciliation, tax preparation and audit documentation.
AI for consultants and leaders – research, analysis, proposal and report drafting; AI-enabled service design for the GCC practice.
Technical AI/ML upskilling for AcoSpark – Azure AI services, LLM application development, data engineering and MLOps, in partnership with technology leadership.
Source, evaluate and manage AI training vendors, platforms and certification pathways (e.g., Microsoft/Azure certifications); negotiate cohort-based commercial terms.
Build an internal "AI champions" network in each delivery centre; track adoption, documented use cases and productivity outcomes – not attendance alone.
Work with IT/InfoSec so that all AI training reflects group policy on approved tools, client data and ISO 27001 / SOC 2 controls.
C. Professional & Technical Training – Consulting and Offshoring
Build technical programmes for international engagements with internal SMEs and external faculty: US GAAP and US tax (individual, business and entity returns), UK, Canadian and Irish accounting and tax fundamentals, audit-support methodology and client-software proficiency.
Run structured programmes for Indian practice teams on audit, direct/indirect tax and advisory in line with ICAI standards and firm methodology.
Support preparation for professional qualifications (CA, CPA, ACCA, EA and similar) through study-support policies and partnerships.
D. Compliance & Regulatory Training
Maintain a CPE tracker for all ICAI/ ACCA/ CPA members in the group and help members meet their annual CPE requirements, including structured-hour components; coordinate CPE programmes where relevant.
Run mandatory annual training on the Code of Ethics, quality management together with the Risk & Quality partner.
Deliver and track periodic information-security and privacy awareness (ISO 27001, SOC 2, GDPR / UK GDPR, HIPAA as client contracts require) and POSH awareness; maintain audit-ready completion evidence.
E. Onboarding & Induction across Nine Delivery Centres
Design a standard group induction plus role-specific onboarding (e.g., a 30-60-90-day ramp-up for offshoring associates) delivered consistently across Noida and the other eight AcoBloom centres.
Reduce time-to-productivity for new joiners and campus hires through structured buddy, shadowing and certification milestones.
F. Leadership & Soft-Skills Development
Build first-time-manager and emerging-leader programmes for team leads, assistant managers and managers.
Deliver client-facing skills for offshore teams: business communication with US/UK/Canadian/Irish clients, email and call etiquette, cross-cultural working and time-zone collaboration.
Support partners and directors with coaching and development interventions where required.
G. LMS, Content & Vendor / Faculty Management
Administer a group LMS – content libraries, completion tracking, assessments and reporting.
Build and curate content (e-learning, micro-learning, job aids, SOP-based modules), using AI tools to accelerate content development.
Build and manage a panel of external vendors, trainers, internal SMEs and partner institutions (including Allinial Global resources where available); own contracts, SLAs and quality.
H. Measurement, Reporting & Budget
Measure effectiveness using the Kirkpatrick model – Level 1 (reaction), Level 2 (learning, via pre/post assessments), Level 3 (behaviour, via manager and quality-review evidence) and Level 4 (results such as rework rates, client satisfaction and productivity) for flagship programmes.
Publish a monthly L&D dashboard and a quarterly review for group leadership.
Own and manage the annual L&D budget; track cost per learner and cost per programme and demonstrate return on investment.
I. Team Development (Later Phase)
Hire, onboard and supervise the L&D Coordinator once approved, delegating logistics, LMS administration and CPE tracking while retaining ownership of strategy, design and stakeholder management.
Industry: HR Consulting and Outsourcing Services
Employee Size: 500+ employees
