Context:
I pioneered the L&D function at two high-growth organizations during critical scaling phases, where structured learning frameworks were lacking.

Challenge:
Both organizations had minimal L&D processes, insufficient technology, and low stakeholder buy-in, hindering employee development and scalable learning.

Solution:
I built the L&D framework from the ground up, introduced onboarding, upskilling, and leadership programs, and implemented a technology stack to streamline learning and track progress. Designed an org wide behavioural skills calendar based on the LNA which took care of aspects related to Read, Watch, Listen and Feed Forward. Designed, developed and socialized the Talent Development COE achievements and offerings among executive management through Newsletters (TD Bulletin) and a Microsite (TD Space). I secured stakeholder buy-in and socialized a culture of continuous learning.

Impact:
The new L&D frameworks improved employee performance, engagement, and retention, with measurable ROI. Leadership programs built internal talent pipelines driving organizational growth.

Skills Gained: Strategic Thinking, Stakeholder Engagement, Adaptability, Data Analysis, Business Partnering