Regional Training Manager (North)

Role overview

This position supports the Lead-L&D in building and running a strong learning strategy for ABHFL across the assigned states. The role focuses on delivering a high-impact training calendar, ensuring follow-through after sessions, and helping improve business productivity through close coordination with business teams.

What you will do

• Execute capability-building initiatives across the state or territory.
• Roll out the central learning calendar and also arrange additional development initiatives based on local business requirements.
• Help the Lead-L&D execute the regional Functional L&D framework.
• Share inputs for training content that aligns with key business priorities.
• Track defined measures of training effectiveness.
• Deliver learning sessions and review employee feedback to improve future interventions.
• Coordinate post-training action plans with line managers.
• Promote the use of the organization’s Knowledge Management System and other digitization tools across the region.
• Support online assessments and help employees and staff with technology-based learning platforms as needed.

Business context and challenges

The role exists in response to a geographically spread workforce created by business growth and expansion. The organization needs a consistent learning culture across locations, equal access to training experiences, and scalable, cost-efficient ways to improve learning, productivity, and retention. A regional training presence is needed to adapt content and delivery to market conditions.

Major challenges include tailoring the training architecture to regional needs, securing stakeholder alignment for stronger engagement and productivity, planning resources for effective delivery, building internal and external specialist capability, and influencing teams without direct authority to create learning discipline and business impact.

Key accountabilities

Training architecture co-creation and rollout

• Contribute people insights, market observations, and region-specific needs to the design of the training architecture.
• Work with the central content team to build the learning framework.
• Implement the framework and align regional stakeholders to ensure learning and business outcomes are achieved.
• Maintain active coordination to support learning initiatives and post-training follow-up.
• Drive awareness and adoption of tools and aids that support a disciplined learning environment and better productivity.
• Support major business moments such as new product launches and regulatory updates by planning and executing fast, accurate communication and training.
• Use support from all relevant functions to ensure the right teams are enabled effectively.

Training delivery management

• Deliver programs and interventions based on the learning architecture and productivity priorities.
• Run flagship training sessions for critical audiences and ensure business impact through follow-up actions.
• Use standardized content and follow defined processes consistently.
• Encourage participation in e-learning and online assessment/knowledge management tools.
• Gather stakeholder feedback regularly and keep the Lead-L&D updated with action plans.
• Address region-specific learning needs arising from local opportunities and issues.
• Handle product and process induction for new hires, including Accelerate/Prarambh.
• Monitor calendars and participation dashboards, and review them regularly.
• Increase stakeholder participation to improve training outcomes and business value.

Training effectiveness

• Review delivery and content feedback to refine training modules and add regional relevance.
• Help build a system that tracks behavioral change after training and the resulting performance and business impact.

Functional competency framework

• Promote adoption of the Functional Competency framework across the region and use the outputs for training needs analysis and intervention design.

Knowledge management and online assessment

• Encourage use of the Knowledge Management System and online assessment platform across the region.
• Collect feedback to support future improvements.

Alternate learning methods

• Support e-learning and assessment portal-based evaluations.
• Use learning technology such as LMS, internet, intranet, and mobile platforms.

Stakeholder and vendor management

• Work with regional leadership to understand business issues and gather feedback.
• Hold periodic discussions with vendors and industry peers to benchmark training practices and share regional feedback.
• Actively collect feedback from business stakeholders to improve process efficiency and strengthen business understanding for both self and team.

Additional information

No salary, number of vacancies, education requirement, or candidate eligibility details were provided in the source.