Job Role	Capability Building Manager		Span	Emerald (Vadodara)
Function	HR		Job Family	Manager
Reporting to (position)	Capability Building Head		Direct Reportees	2-3
Job Context
	Job Purpose
	Lead AIL’s integrated Capability Building framework, ensuring Annual Training Calendar adherence and mandated learning compliance, strengthening leadership and frontline talent pipelines, and fostering continuous learning through ATOMS 2.0, the Aarti Learning Centre, and functional academies.
Job Responsibilities
Learning Needs Identification and Analysis (TNI - TNA): Identify and consolidate capability requirements through PMS gap analysis, departmental diagnostics, plant operational assessments, and consultations with HRBPs and business leaders. Translate findings into prioritized learning plans across job families and locations. Annual Training Calendar (ATC): Develop, publish, and govern the integrated Annual Training Calendar with defined monthly schedules, target audiences, faculty, and delivery methods. Monitor execution, participation, and completion to ensure calendar adherence and fulfilment of mandated learning hours. Behavioral Capability Development: Design and facilitate behavioral and soft-skills interventions for Officer and Manager job families. Align programs with workplace requirements and assess participant feedback, learning outcomes, and behavioral application. Leadership Development and Alignment: Partner with senior leadership and business heads to design contextualized leadership journeys using coaching, leadership circles, and developmental feedback. Align interventions with business priorities and succession requirements for critical managerial roles. Functional Academies & Digital Simulations: Establish and manage specialized academies across Chemical Engineering, Mechanical, E&I, and Process Safety. Collaborate with subject matter experts to develop structured curricula, technical masterclasses, digital plant simulations, and progressive learning pathways. AI-Driven Learning & Adaptive Technologies: Embed AI-powered learning methodologies, adaptive training pathways, and intelligent digital simulations across manufacturing and corporate cadres. Leverage AI-driven tools to personalize capability building, automate skill assessment diagnostics, and enhance frontline problem-solving and operational readiness. Skill Matrix and Competency Assessment: Develop and maintain technical skill matrices with defined proficiency levels for plant roles. Conduct periodic assessments, identify competency gaps, and monitor targeted development plans with supervisors and functional heads. Shop Floor Capability Building: Drive structured on-the-job training, machine-operator certifications, and operational readiness assessments for frontline employees. Strengthen SOP adherence, safe working practices, and workforce multiskilling through practical training and supervisor-led evaluations. Campus Hire Development: Execute structured one-year development programs for OT, AT cohorts through rotational assignments, mentoring, and milestone assessments. Track progression and readiness for deployment to accelerate time to productivity. Mandatory Learning and Governance: Coordinate sustainability, ESG, and EHS capability interventions with relevant stakeholders. Maintain accurate training records, monitor pending requirements, and support audit readiness through compliance tracking and timely reporting. High Potential Talent Programs: Lead the end-to-end rollout of flagship development journeys, including LEAP and Kshitij. Coordinate cohort schedules, senior leader mentoring, action learning projects, and milestone reviews to strengthen readiness for future leadership roles. Internal Faculty Development: Build and sustain an internal network of technical and behavioral trainers through Train-the-Trainer programs, certification, and teaching practice. Plan faculty deployment and strengthen delivery quality through observation, feedback, refresher sessions, and ongoing coaching. Learning Effectiveness and Business Impact: Apply Kirkpatrick Levels 1–4 to evaluate participant experience, learning acquisition, workplace application, and business results. Use assessments, manager feedback, and operational measures to evaluate impact, assess ROI where applicable, and improve program design.
Internal & External Relationship
Function	Agency	Purpose of function		Frequency	Nature of Relationship
All functions	Leaders/SLs	To design learning interventions		Adhoc basis	Advanced
HR	HRBPs, CB SPOCs	To execute learning interventions		Adhoc basis	Advanced
External	Vendors	To design learning programs		Adhoc basis	Basic
Job Position
Pillar	People		Vertical	Talent and Corporate HR
Group	Capability Building		Team	Capability Building
Job specification
Experience	10–14 Years of core L&D / Capability Building experience in manufacturing, chemicals, or continuous process plants).
Qualification	MBA / PGDM in HR or related discipline; B.E. / B.Tech (Chemical, Mechanical, Electrical, Instrumentation) + MBA in HR strongly preferred.
Certifications/Trainings	Instructional Design, Train the Trainer (TTT), Competency Framework Mapping, LMS Administration; SPHRi / SHRM-SCP (preferred).
Competencies	Behavioural	Planning & Execution Rigor; Stakeholder Influencing & Business Partnering.
	Functional	ADDIE & Instructional Design; Training Need Identification (TNI) & Calendar Management; Skill Matrix Architecture & Competency Mapping; LMS Administration (ATOMS 2.0); AI-Driven Learning Tools & Adaptive Digital Technologies; Training Effectiveness Evaluation (Kirkpatrick Levels 1-4); Manufacturing Plant & Shop-Floor Savvy.