Manager - Learning & Talent Development

Role Title: Manager - Learning & Talent Development Purpose of role: To own and deliver learning and talent development across M&S India, building role-based capability and leadership pipelines through integrated learning, assessment and manager-led development. The role ensures consistent execution of mandatory, functional and leadership learning, supported by strong governance, digital adoption and measurable capability outcomes. Scope of the role: Responsible for learning operations and talent development programmes across Stores, DC, Customer Service Centre and Support Centre, ensuring scalable capability building, disciplined execution and measurable impact through data-led interventions. Key Accountabilities, Responsibilities and Measures Learning Strategy, Delivery & Governance · Own the annual learning plan and delivery calendar aligned to business priorities and role capability needs. · Drive delivery and governance of mandatory, compliance, induction, functional and leadership learning across the organisation. · Own LMS (MyLearning) adoption, ensuring effective use for nominations, tracking, certifications and reporting. · Curate and localise content using global/plc solutions, internal expertise and external partners to deliver scalable, blended learning. · Establish periodic learning governance with business, HRBPs and Regional Training Managers to review progress, risks and impact. Capability Building & Manager-Led Learning · Create and implement updated onboarding program to ensure smooth integration of new hires, ensuring cultural assimilation. · Adapt/design and implement role-based learning to strengthen frontline capability, customer experience and operational delivery. · Drive manager-led learning by enabling Store Managers/team leads and leaders to own capability building for their teams. · Lead Train-the-Trainer programmes, certification standards and trainer/coach capability development. · Embed learning into business rhythms through partnership with HRBPs and business leaders. · Govern store learning execution through Regional Training Managers, coaches and certified trainers. Talent Development & Capability Pipeline · Identify capability gaps and talent risks for critical roles and translate them into targeted development interventions. · Design and run assessment and development centres for key talent pools and leadership pipeline roles. · Enable HRBPs and line managers to translate assessment insights into structured development plans. · Support talent reviews, succession readiness and development pathways for critical roles. · Track and improve development effectiveness using dashboards, insights and continuous improvement actions. Measures of Success · Mandatory completion within timelines; LMS adoption and completion; learning calendar adherence; attendance metrics; learning metrics (completion, effectiveness); audit readiness. · TTT targets met; trainer certification and utilisation; manager-led learning adoption; learner effectiveness and on-the-job application. · Development centres implemented; completion of development plans; talent metrics (succession coverage, % of open positions filled internally). · Track learning impact beyond completion, including internal pool readiness and performance improvement. Ways of Working, Governance & Effectiveness · Ensure on-time delivery discipline with quality and consistency across all learning interventions. · Use data and insights to continuously improve learning effectiveness and business relevance. · Manage vendors, platforms and budgets to deliver quality, compliance and value-for-money outcomes. · Proactively identify improvements and implement solutions to enhance capability outcomes. Key Relationships & Stakeholders · People Partners (Stores & Support Centre) · Leadership team, Function Managers, Regional Managers, Store Managers and coaches · HR Tech / Digital teams (LMS governance and analytics) · Internal SMEs, External learning, assessment and content partners · M&S International COEs and communities of practice, where applicable Key Skills · Learning & Capability Delivery – Ability to translate business needs into scalable, role-based learning solutions. · Talent Development & Assessment – Experience designing and running assessment/development centres and structured development plans. · Learning Operations & LMS – Strong governance of LMS, compliance training and learning analytics. · Manager Capability Building – Ability to enable leaders to coach & develop teams through a manager-led model. · Stakeholder Influence – Builds alignment and drive action through effective partnerships. · Data & Insight Orientation – Uses metrics and insights to improve effectiveness and business impact. · Execution Excellence – Strong programme management, governance and delivery in a fast-paced environment. Qualifications & Experience Qualification · Graduation / Post Graduation in HR, Learning, Psychology, Business Management or related discipline. Experience · 8–12 years in Learning & Development, Capability Building and/or Talent Development. · Experience delivering frontline and leadership capability programmes at scale. · Strong exposure to LMS-driven learning operations and mandatory training governance. · Hands-on experience in assessment/development centres and talent initiatives. · Proven ability to work with business leaders to drive adoption and outcomes. · Vendor and programme management experience.