Lead Analyst - Learning & Development
Arthur J. Gallagher · Chennai
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.
- 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.
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