Training Manager- Corporate L&D-Thane-9 Full Time

Business

Aditya Birla Capital

Unit

Aditya Birla Health Insurance

Location

Mumbai

Poornata Position Number of the job

Reports to: Poornata Position Number

Poornata Position Title of the job (30 characters max)

Deputy Chief Manager

Reports to: Poornata Position Title

Head – Corporate L&D

Function

Human Resources

Reports to: Function

Human Resources

Department

Corporate L&D

Reports to: Department

Corporate L&D

Designation of the Employee

Manager – Corporate L&D

Designation of the Manager

Associate Vice President

Date of writing/updation of JD

28 July 2023

• Job Purpose: Write the purpose for which the job exists (in 2-3 lines) ( Max 1325 Characters)

To identify learning needs across functions, co-create content, facilitate the growth, development, and continuous learning of employees within the corporate functions.

• Dimensions:

Dimensions

1

Coverage

Metric

FY 20

FY 21

FY 22

No. of Employees

2530

2830

3200

2

No. of Capability Building Program

Metric

FY 21

FY 22

FY 23

No. of Programs

50

60

70

3

Budget

Metric

FY 21

FY 22

FY 23

Amount in Crs

2

3.5

5

• Job Context & Major Challenges: Write the specific aspects of the job that provide a challenge (internal and external) to the jobholder in the context of the Business/Unit/Function/Department/Section ( (Max 3975 Characters)

About The Health Insurance Industry –

While the current market sees more than 15 non-life players in the private space and 5 exclusive private players in the health insurance space trying to capture a sizable market share, the nationalised service provider (6) remains a strong competitor. In addition to this the business dynamics are such that the overall market on an annual basis which is to the tune of roughly 10,000 Crs sees close to 85 % of the business renewing with the existing service provider itself. This narrows down the opportunity of the fresh business actually being seriously fought in the market to approximately 1500 odd Crs. With the SME and the start-ups being the driving force of Indian economy, the opportunity to cater to these segments is immense and is increasing manifold year on year. The challenge here therefore remains as to how we capture a larger share of the opportunity by developing specific solutions to cater each segment of the business. Also by creating an inexpensive and standardized solution to increase the reach into the pockets of channel partners across the country to harness on their captive business and explore new opportunities with them.

Market Opportunities – With the advent of medical advancements, lifestyle changes, change in Indian socio-economic scenario and Indian healthcare space, and the insurers are facing challenges to cater to the needs of this diverse clientele. Increasingly Indian customers have started considering health insurance partners as intentions of health advisers. In this scenario it becomes extremely important to understand their psyche and then provide tailored solutions with wellness benefits which would help them meet their end objectives and bring in profitable revenue source for the company.

About The Aditya Birla Health Insurance –

Aditya Birla Health Insurance Co. Limited (ABHICL) was incorporated in 2015 as a 51:49 joint venture between Aditya Birla Capital Limited (ABCL) and MMI Strategic Investments (Pty) Ltd. ABHICL commenced its operations in October 2016.

ABHICL has entered the competitive health insurance market with an aim to expand the category to wider customer segments, beyond the ones that health insurance companies traditionally have marketed to. As the 6 th entrant in a category with well-established players, ABHICL is creating differentiation and equity for itself though the unique business proposition of “Health Insurance for All”, a one-of-a-kind proposition in India at the moment. This is a philosophy that is being built through every single consumer touch point and into every single backend process of the company to ensure a customer’s experience of our proposition is continuous and seamless.

ABHI’s unique offering to market includes proposition includes –

• A Comprehensive Incentivized Wellness Program that will attract the young and health conscious and will motivate, guide and reward them to stay healthy.
• A Chronic Care Management Program to cater to the unmet needs of a growing Indian population of those suffering from chronic lifestyle conditions like Diabetes, Asthma, High Cholesterol and Hypertension from Day 1
• ABHICL serves as an enabler and influencer of health and healthcare choices that customers make, in addition to being a payer of healthcare expenses. Thus, ABHICL would act like a much needed catalyst to grow the prevalent health insurance landscape in India through product innovations and a wider choice of consumer relevant products.
• ABHICL’s vision has always been digital. The company has been successful in adopting paper-less approach right from identifying to on-boarding to delivering seamless experience of its customers & employees.

Key Challenges For The Role Are As Follows

• Support Corporate L&D head in implementation of skill development initiatives.
• Develop and implement world class induction programs to provide great onboarding experiences.
• Design and development of programs that help individuals to be role ready.
• Leveraging technology to enhance learning effectiveness and engagement
• Key Result Areas: Write the key results expected from the job and the supporting actions for each of these key result areas (For a majority of jobs typically there could be 4- 7 key result areas)- Maximum 10 KRAs can be updated

Key Result Areas ( Max 1325 Characters)

Supporting Actions ( Max 1325 Characters)

Skill Assessment & Development

• Assess the existing skills and competencies of employees to identify areas where learning and development interventions are required. Use tools like skill assessments, surveys, and performance evaluations to gauge learning needs accurately.
• Collaborate with business leaders and HR teams to identify performance gaps, design IDPs and implement targeted learning interventions to improve overall employee performance.
• Design and develop learning programs, workshops, and courses that address the specific learning needs of employees across various levels and departments.
• Deliver learning sessions as and when required for new and existing employees.

Leadership Development

• Assess and identify high potential employees.
• Identify and develop critical roles.
• Design and implement leadership development programs to nurture and enhance the leadership capabilities of managers and executives.

Learning & Development Project Management

• Support in designing, driving, and managing various L&D projects

Digital Learning & Data Analytics

• Leverage learning management systems (LMS) and other technological tools to streamline learning delivery, track employee progress, and assess the effectiveness of learning programs.
• Research latest technology usage in L&D to design effective and engaging learning solutions.
• Use of data and analytical techniques to gain insights into the effectiveness and impact of learning and development programs.
• Use insights to make informed decisions to optimize learning initiatives, improve learning outcomes, and align learning strategies with organizational goals.

Employee Onboarding

• Ensure 100% new joiners at all levels in Corporate and senior levels in Sales go through a comprehensive induction program.
• Update and enhance existing Induction programs to improve employee onboarding experience.

Stakeholder Management

• Identifying, engaging, and effectively communicating with key stakeholders to create a collaborative and supportive learning environment, leading to improved learning outcomes and organizational success.
• Job Purpose of Direct Reports: Describe the job purpose of the direct report/s to the job (in 2-3 lines for each report)

This is an individual contributor role.

• Relationships: Describe the nature and purpose of most important contacts or relationship (except superior/team members) with individuals, departments, organizations inside and outside of the organization, that job is required to interact with in order to deliver the job objectives

Relationship Type ( Max 80 Characters) Frequency Nature ( Max 1325 Characters)

Internal

Head – L&D and Corporate L&D

DRs to Functional Heads

Content development team

Once a month

Once a week

Once a week

Learning updates and strategize and finalize timelines for various interventions for various functions.

Discuss learning needs and share strategies for further employee development.

Create learning delivery content, review content, design and course material.

External

Vendors

Monthly

To track and existing project status and explore new intervention possibilities

• Organizational Relationships: Provide the structure for a level above and below the position for which this job description is written. Use position titles in the structured and indicate all the reports of the position.

SIGN-OFF: Provide the name of the Manager and the jobholder. Signature needed for the hard copy of the JD. Hard copy to be maintained in the organizational record.

Job Holder

Reports to – Manager

Name

Signature (needed for the hard copy)