ICRISAT seeks applications from Indian nationals for the position of Senior Officer L&D. The position will be based at ICRISAT, Patancheru and report to the Senior Manager Human Resources.
The International Crops Research Institute for the Semi-Arid Tropics (ICRISAT) is an international non-profit organization that undertakes scientific research for development.
We believe that all people have a right to nutritious food and a better livelihood. We envision a prosperous, food-secure and resilient dryland tropic.
Our mission is to reduce poverty, hunger, malnutrition and environmental degradation in the dryland tropics.
ICRISAT’s global Human Resource function is responsible for the timely, accurate, equitable, effective and efficient delivery of all Human Resource Management services and the provision of strategic advisory People and Culture support to staff and management in support of the delivery ICRISAT’s mandate.
ICRISAT is transitioning to a global Talent Management approach, where its workforce is supported by a modern Learning and Development strategy.
The Senior Officer, Learning and Development will drive this transition.
In doing so, s / he will be responsible for introducing modern Talent Management and Learning and Development approaches, that includes appropriate, sustainable and cost-
effective tools and products applicable to the global and local contexts. S / he will ensure that staff and supervisors have access to appropriate learning pathways to support them in delivering impact in line with ICRISAT’s mandate, as well as enabling them to meet their personal development goals.
S / he will develop and implement modern career paths that include global approaches to mobility. S / he will be responsible for strengthening and disseminating the HR systems and processes for the Learning System Unit and for collaborating with external learning partners to drive improvement projects.
Create, consult, finalize and disseminate a Learning and Development framework, and the accompanying, guidelines and standard operating procedures (SOPs) :
Collaboratively create and / or update the Learning and Development framework, develop the training and develop guidelines and standard operating procedures;
Manage learning for global practice i.e. analyze, plan and execute practice learning;
Develop and sustain the concept note on creating a learning organization;
Develop, implement and sustain the mobility guidelines and mechanisms, including SOPs, on detail assignments, job swaps, emergency deployments and rotation;
Identify, evaluate, propose range of training channels and publish their implement guidelines.
Develop and Lead the global implementation of ICRISAT’s Annual Training Plan :
Create and implement an organizational Skills Matrix;
Engage with program leaders, managers and HR Program Partners to understand capability building requirements, design and deploy learning solutions to support skills development of staff;
Develop global training calendar and ensure thorough, consistent and measurable global dissemination;
Lead the global implementation of ICRISAT’s various training needs arising from multiple sources within HR. Work closely with specialist functions within HR to understand their training dissemination needs, provide appropriate solutions and help in developing training tool kits;
Collaborate with HR Program Partners to provide support to Workforce members and Supervisors on the development plan arising out of probation, annual appraisal feedback;
Track key metrics related to L&D (demand, participation, feedback, business impact etc.) and create an executive dashboard for communication to leaders;
Delivering trainings if and when the need arises;
Vendor Management, including identification of right vendor, creating scope of work and project plan, interacting with vendor and ensuring timely delivery as per project plan.
Revise and modernize ICRISAT’s Onboarding and Orientation approach :
Develop, implement and sustain a strong, multi-phase orientation program;
Design, launch and sustain a quarterly HQ-based Orientation workshop;
Create and deploy a Global online Induction Platform, that includes the creation of appropriate global materials and tool kits for local delivery;
Introduce a global Buddy Program;
Develop a new joiner learning guide, that includes a selection of mandatory courses, material on organizational values;
awareness of ethics and safeguarding policies, and key organizational processes.
Develop and launch New Manager Orientation program :
Build the capacity of middle managers through a new formal Management Development Program focused on Culture, Values, SOPs and key management skills;
Develop and pilot a Project management training course;
Design and pilot the launch a formal Mentoring Programme to include a training course and ongoing support;
Work with the Workplace Relations Manager to deliver the Workplace Relations for Managers program and the Global Dignity Advisors training
Develop, launch and sustain ICRISAT’s Leadership Charter worldwide and Leadership Development Programme :
Collaboratively develop and launch an ICRISAT Leadership Charter;
Develop and implement associated communication materials;
Build the capacity of senior leaders through a formal Leadership Development Programme aligned with ICRISAT’s Leadership Charter;
Pilot a 360-degree program and related coaching;
Regularly run the ICRISAT Values workshop in consultation with ICRISAT’s Management team and the Workplace Relation Manager.
Create and maintain ICRISAT’s intranet and internet pages on Global Learning Management and lead the Learning Thursday Initiative under ICRISAT’s Internal Communication framework :
In consultation with a wide range of ICRISAT colleagues, develop appropriate content and regularly update relevant intranet and internet pages;
Ensure the intranet contains a range of downloadable internal communication materials to drive messaging across multiple channels;
Secure online learning user licenses for all personnel and track mandatory course completion;
Create reports, templates and online dashboards;
Create learning impact circles to share global success stories;
Ensure global access of tools across all ICRISAT operating locations.
Manage the Learning Systems Unit (LSU) which provides global, quality, life cycle administration services and support for scholars, students, interns and other visiting learners :
Develop and implement new LSU guidelines with guidance on the stipend and university collaboration;
Create and launch global SOPs for the attraction and selection of interns, including advertisement, guidelines for screening and selection of candidates, performing LSU-
related checks and approvals;
Modernize the existing LSU platform;
Support scientists and managers by identifying and publishing internship opportunities, attracting applications, receiving and evaluating profiles, and enabling selection;
Standardize onboarding of new LSU learners through the Global Induction Platform and coordinate creation of regional materials to populate required reading for regional new LSU-linked hires;
Conduct global student symposiums to strengthen ICRISAT’s employer brand and broaden the prospective pool, in partnership with universities, academia and the private sector;
Provide life-cycle administrative services globally to scientists, managers, learners, scholars, partners, students, interns;
Prepare quarterly and annual reports on capacity development, providing monthly stipend input to Finance team.
Perform any other duties as assigned by Senior Manager, Human Resources and the Director, Human Resources.
Key Performance Indicators :
A global Talent Management approach is in place and supported by a modern Learning and Development strategy;
Appropriate, sustainable and cost-effective tools and products are in place that are applicable to ICRISAT’s global and local contexts;
Staff and supervisors have access to appropriate learning pathways to support them in delivering impact in line with ICRISAT’s mandate, as well as enabling them to meet their personal development goals;
Modern career paths are on place that include global approaches to mobility;
Related HR systems and processes are documented and implemented;
External learning partners are engaged to drive improvement projects.
Core Competencies :
Ethics and Values : Demonstrating / Safeguarding Ethics and Integrity
Organizational Awareness : Demonstrate corporate knowledge and sound judgment
Developing and Empowering People / Coaching and Mentoring : Self-development, initiative-taking
Working in Teams : Acting as a team player and facilitating team work
Communicating Information and Ideas : Facilitating and encouraging open communication in the team, communicating effectively
Self-management and Emotional intelligence : Creating synergies through self-control
Conflict Management / Negotiating and Resolving Disagreements : Managing conflict
Knowledge Sharing / Continuous Learning : Learning and sharing knowledge and encourage the learning of others
Appropriate and Transparent Decision Making : Informed and transparent decision
Functional Competencies :
Strong knowledge and significant prior expertise in Human Resource Management, especially in Learning and development, Leadership Program delivery, content development and delivery, coaching, mentoring and dealing with millennials.
Expertise in Diversity and Inclusion would be an advantage.
Strong client orientation.
Strong workshop and training delivery skills.
Excellent written and spoken communication skills in English. Knowledge of other languages would be an advantage.
Ability to write and present ideas, concepts and policy positions
Recruitment Qualifications :
Master’s degree or equivalent in Human Resources, Business Administration, Psychology, Training Development or other relevant qualification
Minimum of 7 years of progressively responsible experience in human resource management, with a focus on Learning and development, coaching and mentoring and workshop delivery
Demonstrated experience in developing and implementing Learning and Development policies, systems and processes
Experience in developing internal communication materials
Expertise in Diversity and Inclusion would be an asset
Fluency in English is required
Knowledge of other working languages would be an asset
This is a Locally Recruited Staff (LRS) position initially for 3 years, and extendable depending on performance of the incumbent and the institute’s continuing need for the position.