Learning and Development Manager

Location: Noida – Onsite Experience: 12+ Years Industry: IT Services / SaaS / Software About the Role- 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. Key Responsibilities 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 areas such as: o Communication and influencing skills o Stakeholder management o Time and priority management o Performance management o Feedback and coaching o People management o Conflict management o Emotional intelligence o Leadership effectiveness o 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: o Training completion o Learning effectiveness o Assessment scores o Skill improvement o Certification success o Program adoption o IDP completion o 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.