Lead Analyst - Learning & Development

We support key functions with a strong focus on innovation, collaboration, and digital excellence, we thrive in driving business growth and elevating customer experiences across global markets.

• Partner with BU HRs and leaders to identify capability gaps across technical, behavioral and leadership dimensions.
• Translate the annual Talent Development Review (TDR) and performance cycle outcomes into a prioritised, costed learning plan.
• Run a structured Training Needs Identification process with a published calendar, clear owners and visible timelines.
• Build and maintain competency frameworks for all functions 

• Design learning journeys using sound instructional design principles – blended, digital-first, and measurable.
• Personally facilitate leadership, manager-effectiveness and behavioural programs; this role is expected to be in the room, not only behind the design.
• Build and run flagship programs such as first-time manager development, leadership pipeline and high-potential journeys.

• Support Individual Development Plans (IDPs), succession readiness and career pathing in partnership with BU HRs.
• Design OD interventions for engagement, team effectiveness and culture, aligned to global HR
• Support change and transformation initiatives with communication and capability-building plans.

• Own the L&D dashboard – coverage, spend, completion, effectiveness and ROI – published on a fixed monthly and quarterly cadence.
• Maintain all learning data, trackers and program collateral in shared team locations (SharePoint / Teams) so that any stakeholder can access current information without requesting it.
• Document processes into repeatable, handover-ready playbooks so that no program depends on a single individual.
• Manage the annual L&D budget, vendor selection, contracting and performance review.

• Work with Lennox global HR and L&D counterparts across time zones to localise global programs and contribute India-built content back to the global catalogue.

Benchmark against global practice and bring externally validated methods into

• Experience: 10–13 years in Learning & Development / Organizational Development, with a minimum of 5 years inside a global multinational, GCC or shared services environment working directly with overseas stakeholders.
• Population exposure: Proven experience supporting engineering, technology or R&D populations of 500+ employees is a plus.
• Hands-on delivery: Demonstrable track record of personally designing and facilitating leadership and behavioural programs – candidates should be able to walk through artefacts they built themselves.
• Measurement: Working knowledge of Kirkpatrick or equivalent evaluation models, with real examples of learning impact measured and reported.
• Systems: Practical proficiency with an LMS, Microsoft 365 (Excel, Power BI, SharePoint, Teams, Forms), and an HRIS such as Workday or SuccessFactors.
• Education: Any graduate qualification in HR, Organizational Psychology, or Business Administration.

These behaviours carry equal weight to technical skill in the selection decision and will be explicitly assessed.

• Collaboration by default: Works with BU HRs, business leaders and global counterparts as co-owners, not as requestors. Brings people into the design early rather than presenting a finished answer. Handles disagreement directly and professionally.

Transparency with data: Treats learning data, trackers and program material as shared organizational assets. Keeps them in common locations, current and self-serve. Never holds information as leverage or as a personal dependency.