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Aditya Birla Capital Limited (“ABCL”) is a listed systemically important non-deposit taking Non-Banking Financial Company (NBFC) and the holding company of the financial services businesses. ABCL and its subsidiaries/JVs provides a comprehensive suite of financial solutions across Loans, Investments, Insurance, and Payments to serve the diverse needs of customers across their lifecycles. Powered by over 68,400 employees, the businesses of ABCL have a nationwide reach with over 1,740 branches and more than 200,000 agents/channel partners along with several bank partners.
Nationwide Branches
1,740
No. of Employees
68,400
Agents/Channel Partners
2,00,000+
Aggregate Assets
INR 5.91 Lakh Cr
Consolidated Lending Book
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Aditya Birla Capital Limited
Aditya Birla Capital Limited (“ABCL”) is a listed systemically important non-deposit taking Non-Banking Financial Company (NBFC) and the holding company of the financial services businesses. ABCL and its subsidiaries/JVs provides a comprehensive suite of financial solutions across Loans, Investments, Insurance, and Payments to serve the diverse needs of customers across their lifecycles. Powered by over 68,400 employees, the businesses of ABCL have a nationwide reach with over 1,740 branches and more than 200,000 agents/channel partners along with several bank partners.
Nationwide Branches
1,740
No. of Employees
68,400
Agents/Channel Partners
2,00,000+
Aggregate Assets
INR 5.91 Lakh Cr
Consolidated Lending Book
INR 2 Lakh CrCorporate Governance Policies
Financial and Debt-Related Policies
Business and Partnership Policies
Money management made easy
Understanding direct and indirect taxes
Know how to plan retirement well
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| Basic Details: Fill the required information about business, unit, location, position, reports to position and date of updation of JD |
Business | Aditya Birla Capital | ||
Unit | Aditya Birla Finance Ltd. | ||
Location | Mumbai | ||
Poornata Position Number of the job | Reports to: Poornata Position Number | ||
Poornata Position Title of the job (30 characters max) | RTM-Retail Business | Reports to: Poornata Position Title | Zonal Training Manager – Retail Business |
Function | HR | Reports to: Function | HR |
Department | HR | Reports to: Department | HR |
Designation of the Employee | Regional Training Manager - Retail | Designation of the Manager | Zonal Training Manager – Retail Business |
Date of writing/updation of JD | 12 April 2024 |
| 1) Job Purpose: Write the purpose for which the job exists (in 2-3 lines) (Max 1325 Characters) |
To execute learning activities planned as per the learning architecture for the assigned region through ensuring effective training delivery, post program governance, and close engagement with regional business teams to measure and ensure business impact. Person will need to manage learning activities for all businesses in the region as required and also maintain training data. Manage stakeholder relationships at regional level and drive impact on identified business metrics through joint interventions and productivity initiatives. Maintain close connect with the FLS/FLM workforce, capture relevant feedback and areas of concern and communicate the same back to HO through regular interactions, coordinate with regional / zonal HR SPOCs to ensure all training related as well as non-training related employee issues are addressed effectively and promptly. Ensure on-field shadowing activities to consistently maintain detailed understanding of business environment and challenges faced by the sales and non-sales teams. |
2) Dimensions: Mention quantitative or qualitative parameters that are relevant for the job and provide a better understanding of the scope and scale of the job. | |
Business Workforce Number | Poornata: ~6500 (Current) ~8000 (Projected FY25) Non Poornata + External: ~850 (Current) ~1500 (Projected FY25) |
Unit Workforce Number | Poornata: ~6500 (Current) ~8000 (Projected FY25) Non Poornata + External: ~850 (Current) ~1500 (Projected FY25) |
Function Workforce Number | HR: ~125 (Current) ~140 (Projected FY25 |
Regional Workforce Number | ~ 500 (Current) ~ 600 (Projected FY25) |
Department workforce No | ~ Functional Training Team 17 (Current) 31 (Projected) |
Other Quantitative and Important Parameters for the job: Budgets/ Volumes/No. of Products/Geography/ Markets/ Customers or any other parameter |
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| 3) 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) |
Organization Context: Aditya Birla Capital is one of India’s largest non-Bank financial conglomerates comprising of businesses ranging from Life Insurance, Health Insurance, Asset Management, Broking, NBFC and Housing Finance, among others. Business Context: Pivoting from its legacy of largely corporate-oriented lending, ABFL has been growing its retail franchise and footprint strongly in last few years. With a combined book size of 106000 Cr. ; retail franchise through its diversified secured and unsecured loan offerings and omni channel business platform the organisation is poised to grow to next level Over the last 5 years the organization has grown from a headcount of 350 to more than 6000, driven largely by launch of new lines of retail finance business and expansion of branch network. ABFL has seen a large growth especially with its pivot to new credit segments and the geographical expansion to emerging markets in tier 3 and 4 locations. With a strong focus on portfolio quality and profitability, ABFL’s Retail Sales businesses seek to leverage higher employee productivity and team productivity as competitive advantages. Over last 5 years, the Retail business portfolio has grown from being 30% of total AUM to 65% of total AUM of ABFL and as such, as assumed a much higher strategic importance for the BU and for ABC as a whole.
3 Key challenges for the role:
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| 4) 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) |
Delivery and Impact metrics of L&D Architecture for the Region |
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Managing Training Delivery |
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Training Effectiveness |
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Knowledge Management Framework & Online Assessment System |
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Learning Technology and HR / ABCU initiatives |
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| 5) Job Purpose of Direct Reports: Describe the job purpose of the direct report/s to the job (in 2-3 lines for each report) |
NA |
| 6) 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 |
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|
Products & Process Teams | Monthly | Inputs on Products, Content |
Regional Business Leadership teams | Weekly | Engage on needs of the business, provide update on the ongoing productivity interventions and seek feedback |
Functional Heads | Need based | Provide update on region-specific learning activity and seek feedback |
Regional/Zonal HR Team | Need based | For driving learning initiatives, communication and ensuring compliance by business teams on activities |
External |
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Vendors / Institutes | Weekly / Monthly | Support NTM-Retail in identifying and entering into project-based tie ups with vendors / institutes and organizations |
HR Professional & Forums | Ongoing | Keep abreast with best practices, industry trends and potential challenges to talent retention and engagement |
| 7) 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. |
Head-HR
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Head – Functional Training and Productivity
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National Training Manager – Retail
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Zonal Training Manager – Retail
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Regional Training Manager – Retail
| 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) |
2 - 6 years
Graduate