1. Enterprise-Wide Learning Strategy & Architecture

• Design and implement the enterprise-wide Learning & Development strategy aligned to business goals across all brands and functions, covering:
• Leadership development
• Managerial capability
• Functional capability
• Frontline excellence
• Institutionalize frameworks, governance, and consistent L&D operating rhythms.

2. Training Needs Analysis & Learning Calendar

• Lead the annual Training Needs Analysis (TNA) process across the organisation.
• Develop and publish a comprehensive, data-driven annual learning calendar.

3. Business Partnership & Capability Building

• Collaborate closely with business leaders across Domino’s, Dunkin, Popeyes, Hong’s Kitchen, Supply Chain, Corporate Functions, and International Business to identify capability gaps and design targeted solutions.
• Create focused bootcamps, functional academies, and capability interventions that accelerate performance.

4. Leadership Development & Succession Readiness

• Drive succession pipeline readiness by designing and anchoring learning journeys and cohort-based programs across corporate grades.
• Curate high-impact leadership interventions with premier institutes (IIMs, ISB) and certified executive coaches.

5. Assessments & Individual Development

• Lead the administration of assessments such as Hogan, 360 Feedback, and simulations.
• Facilitate structured Individual Development Plans (IDPs) and track progress.

6. Managerial Capability Programs:

Enable and strengthen people managers through structured programs covering:

• Leading self
• Leading teams
• Driving results
• Influencing and stakeholder management

7. Digital Learning & Future Skills

• Drive adoption and usage of digital learning platforms such as Percipio/Skillsoft, Udemy, Disprz.
• Lead future-skills and GenAI capability-building agendas across product, marketing, engineering, finance, HR, and other corporate teams.

8. Budget, Governance & ROI

• Manage the overall L&D budget, ensuring effective allocation, governance, and vendor management.
• Establish and track ROI frameworks, connecting learning impact to business outcomes.

9. Metrics, Analytics & Continuous Improvement

• Define success metrics, build dashboards covering:
• Learning hours
• Capability index
• Bench strength
• Engagement linkage
• Business impact
• Leverage analytics to refine programs continuously.

Key Skills & Competencies

• Strategic mindset and ability to align learning with business strategy
• Strong stakeholder management across diverse brands and functions
• Expertise in learning design, adult learning principles, and facilitation
• Strong understanding of leadership development frameworks
• Experience with assessment tools (Hogan, 360, etc.)
• Digital learning and platform adoption expertise
• Analytical mindset; ability to measure and demonstrate learning impact
• Strong program management and execution capability
• Vendor and budget management skills

Qualifications & Experience

• MBA/PGDM in HR, Organizational Development, or related field.
• 8–12 years of experience in Learning & Development, preferably in large-scale, multi-brand or fast-paced organizations.
• Experience in designing enterprise-level L&D frameworks and leadership development programs.
• Exposure to digital learning ecosystems and future-skills capability building.