MGD in a gist Malabar Group has been maintaining its position as one of the fastest growing business conglomerates. Headquartered in Calicut, Kerala, we have 19 verticals counting with its flagship company Malabar Gold & Diamonds which has attained the cult status as an aspirational gems & jewelry brand having above 250+ showrooms across 10 countries along with our property development wing – Malabar Developers, electronic showroom – Eham Digital, luxury watch outlet – Malabar Watches, lifestyle destination – Mall of Travancore etc. With our vigorous expansion drive, we are aiming to become world's no. 1 jewelry brand.
Malabar Gold & Diamonds is into exponential growth with a plan of hiring 5,000 team members in the next 6 months by strengthening its total team size to 15,000. In the context of our expansion plan, we are looking for dynamic individuals to head our Learning and Development function for MGD business.
Key Outputs required from Learning & Development : - Devise Learning strategies for Malabar Group. - Oversee the creation of training programs. - Define the Digital learning landscape. - Develop organization wide processes, policies and standards for Training. - Identify & Develop High Potential employees.
We have fueled the dreams of thousands with our cohesive work environment and right amount of exposure. If you have the proven records of accomplishments and the drive to excel, join our team and embark upon a journey that will take you to heights.
The Learning & Development Head is responsible for the planning, development and implementation of Malabar Group’s learning and development activities based on the organization’s strategy.
Strategy • Work closely with the CHRO to develop the Learning & Development strategy, in line with the long-term strategic priorities of the organization. • Define the learning philosophy, training and development priorities for Malabar Group.
Budgeting and planning • Identify current and future training and development needs through data from job analysis, performance appraisals and consultation with Business/ Department Heads. • Overseeing the creation of training programs and content, e-learning, and other training materials that will impact behavior. • Spearhead the development of a training calendar for Malabar Group across all employee groups and levels. • Prepare and recommend the annual Training and Development budget. • Negotiate and partner with external vendors for training solutions and allocate the budget for the same appropriately.
Execution • Research new techniques and best practices within own industry and beyond, for possible inclusion into existing training process, keeping in mind the organizational context. • Cultivate a culture of continuous learning by designing and implementing targeted training and development programs to bridge skill gaps in staff and enhance the efficiency and effectiveness of the workforce. • Develop and drive e-learning programs that would aid in the development of the workforce. • Ensure the availability of infrastructure and resources required for the success of the training programs. • Design programs to support various initiatives across the talent management lifecycle (e.g.: induction, high potential development, career progression etc.) • Facilitate training interventions for senior leaders in the organization. • Guide and support Heads of Departments (HODs) to develop their team members by identifying skill gaps and recommending appropriate training programs. • Seek continuous feedback on the efficacy of training programs from key stakeholders. • Ensure a standardized training experience for all employees across the organization. • Monitor the effectiveness of the training programs by conducting assessments of business-wide training and development programs and initiatives. • Link the effectiveness of the training to the performance of the employees. • Take data-based decisions to improve the effectiveness of the training based on the feedback.
Team Development • Build up the capability of the Learning and Development department by aligning individual development goals and performance with the organization’s goals. • Communicate job expectations to the team; plan, monitor, appraise and review job contributions in a regular manner. • Monitor team performance on a continuous basis to identify and develop high performers to motivate them, and coach low performers. • Contribute towards development of talent for the department by providing direct reports with adequate exposure and growth opportunities.
Any other additional responsibility could be assigned to the role incumbent from time to time as a standalone project or regular work. The same would be suitably represented in the Primary responsibilities and agreed between the incumbent, reporting manager and HR