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. Capability Diagnosis & Learning Strategy 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 Program Design & Facilitation 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. Organizational Development 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. Data, Reporting & Governance 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. Global Alignment 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 & Qualifications 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. Behavioral Requirements – Non-Negotiable 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.