Senior Manager - Training & Development

We are seeking an experienced and strategic Senior Manager – Training & Development to lead the design, implementation, and evaluation of learning initiatives across PostEx. This role focuses on building a scalable learning culture by developing training programs that enhance employee capabilities, operational performance, leadership effectiveness, and overall business results. The ideal candidate will have strong expertise in learning and development strategy, capability building, leadership development, performance management, and managing large-scale training operations. They should be comfortable working with a diverse, geographically dispersed workforce and collaborating closely with business leaders to identify capability gaps and translate business needs into measurable learning solutions.

Key Responsibilities

Training & Development Strategy: Develop and implement the annual learning and development strategy aligned with organizational goals. Identify current and future capability requirements across multiple functions including Operations, Logistics, Technology, Finance, Sales, Customer Experience, and Corporate. Create annual training calendars and ensure timely execution across departments and locations. Establish structured learning pathways for employees at all levels and develop programs that support career growth, internal mobility, and succession planning.

Training Needs Analysis: Conduct comprehensive Training Needs Analysis (TNA) using performance data, business requirements, employee feedback, manager inputs, and competency assessments. Identify skill and knowledge gaps across functions, regions, and management levels. Collaborate with departmental heads to pinpoint critical capability gaps and translate these into targeted learning interventions.

Program Design & Delivery: Design and implement technical, functional, behavioral, leadership, and soft-skills training programs. Develop onboarding and induction programs for new hires and role-based training for operational and corporate functions. Create leadership development programs for Team Leads, Managers, Senior Managers, and future leaders. Employ blended learning approaches including classroom training, workshops, e-learning, virtual sessions, coaching, mentoring, and on-the-job learning. Develop engaging training content, facilitator guides, assessments, case studies, and simulations.

Leadership & Management Development: Develop leadership capability frameworks and programs for first-time managers and emerging leaders. Conduct management workshops covering people management, performance management, communication, conflict resolution, decision-making, coaching, feedback, team building, strategic thinking, and change management.

Operational Training: Partner with Operations and Logistics leadership to design training for frontline and operational teams such as Branch Managers, Hub Managers, Area Managers, Fleet, Linehaul, and Last-Mile teams. Develop standardized training and certification programs for critical operational roles and ensure consistent training standards across regions. Monitor post-training performance to assess operational improvements.

Training Effectiveness & Analytics: Establish KPIs and metrics to measure training effectiveness. Evaluate learning outcomes through assessments, feedback, behavioral observations, and business performance indicators. Track training ROI and identify areas for improvement. Develop regular L&D dashboards and reports covering training hours, completion rates, participation, assessment scores, effectiveness, post-training performance, cost per participant, and ROI. Use data analytics to continuously enhance programs.

Vendor & Stakeholder Management: Identify, evaluate, and manage external training providers, consultants, and subject-matter experts. Negotiate proposals, budgets, and commercial terms with vendors. Build strong relationships with internal stakeholders and partner with HR functions to create an integrated employee development framework.

Team Leadership: Lead and develop the Training & Development team by setting objectives aligned with the L&D strategy. Monitor team performance and ensure effective execution of the training calendar. Coach team members and build internal training capabilities.

Required Qualifications

Master’s degree in Human Resources, Business Administration, Organizational Psychology, Education, Management, or related fields. 8–12 years of relevant experience in Learning & Development, Talent Development, or Organizational Development, including 3–5 years in a managerial or senior management role. Proven experience managing learning programs for large, geographically distributed workforces. Strong expertise in Training Needs Analysis, competency development, leadership development, and training evaluation. Proficiency with LMS and digital learning platforms, along with strong skills in MS Excel, PowerPoint, and reporting.

Preferred Qualifications and Benefits

Experience in logistics, e-commerce, fintech, retail, FMCG, telecom, banking, or other high-volume operational environments is preferred. The ideal candidate is a strategic yet hands-on L&D professional capable of building training systems from the ground up while driving critical learning initiatives. They should excel at working with senior leadership to identify business capability gaps and translate them into practical, measurable, and scalable learning programs for both corporate and frontline employees.