Training Specialist

ABOUT THE POSITION
The Finance Operations Learning & Capability Senior Specialist owns and continuously improves learning, onboarding and capability-building experiences across Finance Operations. Based in Pune with a global remit, the role leads new-hire onboarding and assimilation, professional-skills learning, early-career development, regional hub integration, knowledge-sharing initiatives, competency-framework activities, My Academy enablement, learning measurement and program governance.
The position partners with Finance leaders, process owners, subject-matter experts, HR, Talent Acquisition and enabling teams to convert business needs into practical, engaging and scalable solutions. The role combines facilitation, program management, employee experience, digital learning, stakeholder coordination, analytical thinking and disciplined operational execution.
KEY RESPONSIBILITIES
1. New-hire onboarding, assimilation and employee experience
Own the end-to-end Finance Operations onboarding experience, including calendars, communications, facilitator scheduling, learning materials, assessments, feedback and follow-up actions.
Deliver and continuously improve organizational orientation, foundational Finance Operations learning and new-hire assimilation activities.
Coordinate with SDLs, GPOs, tower leaders, managers, subject-matter experts, HR and global stakeholders to provide a consistent and relevant experience.
Act as an accessible point of contact for new hires during onboarding and early assimilation, directing questions and escalating concerns to the appropriate owner.
Coordinate transportation-account creation and updates as part of onboarding, working with Transport, Facilities, vendors or administrative teams and maintaining accurate status tracking.
Maintain onboarding trackers, attendance, completion records, assessment outcomes, stakeholder inputs and participant feedback during Onboarding.
Develop reusable, blended and self-paced assets that improve continuity and reduce dependency on individual facilitators.
2. Global hub integration, Bogotá Specific
Support the integration of the Bogotá hub into the broader Finance Operations learning and competency ecosystem, ensuring alignment with global standards while recognizing local needs.
Partner with Bogotá leaders, trainers, subject-matter experts and HR contacts to understand capability priorities, onboarding requirements, stakeholder expectations and cultural or language considerations.
Coordinate cross-hub learning calendars, knowledge-sharing sessions, facilitator support and reusable assets across Pune, Bogotá and other Finance centres.
Promote consistency in foundational learning, competency expectations and employee experience while allowing appropriate local adaptation.
Track hub-integration actions, dependencies, risks and feedback, and provide clear progress updates to Competency and Finance leadership.
Enable transfer of good practices between hubs and maintain shared documentation so learning solutions can be reused and scaled globally.
3. Learning needs analysis and solution design
Construct structured discussions with leaders, managers and process owners to identify learning needs, capability gaps and desired business outcomes.
Design and deliver classroom, virtual, self-paced, e-learning and micro-learning solutions.
Create/convert existing learning content such as DTP’s into e-learnings.
Translate complex Finance, organizational and behavioral concepts into clear and practical learning experiences.
Create and maintain courses, facilitator guides, participant materials, videos, quizzes, scenarios, simulations, checklists, job aids, playbooks and toolkits.
Develop rapid learning solutions such as communication templates and quick-reference guides when the business requires timely support.
Support Finance transformation, transition and knowledge-transfer initiatives from a learning and capability perspective.
4. Competency framework and extended capability requirements
Partner with Finance leaders, process owners and HR to define and maintain relevant competency expectations for Finance Operations roles and career stages.
Help translate role requirements into clear knowledge, skill and behavioural competency statements that can guide learning, development and career conversations.
Support competency mapping, gap identification and prioritization across towers, teams, locations and employee segments.
Connect identified competency gaps to appropriate curriculum, development pathways, learning assets, assessments or manager-led interventions.
Maintain competency-related documentation, learning matrices and supporting resources, ensuring they remain current as roles, processes and technologies evolve.
Provide data and qualitative insights on recurring capability needs to inform extended Competency priorities and future learning investments.
Support communication and adoption of the competency framework so employees and managers understand how it can be used for development.
5. My Academy and digital learning enablement
Use My Academy as a central channel to support the extended learning and competency needs of Finance Operations.
Coordinate the creation, curation, publication and maintenance of Finance Operations learning content, pathways, curriculum and supporting resources in My Academy.
Partner with content owners and subject-matter experts to validate course relevance, accuracy, ownership, review dates and intended learner audiences.
Maintain content governance, naming conventions, version control and review cycles so learning resources remain current and easy to find.
Support learner enrolment, assignment, campaign communication, completion follow-up and reporting in collaboration with the relevant platform or LMS owners.
Use available platform insights(Workday, Menti-meter, Canva, MS-Forms) to understand participation, completion, content usage and learning gaps, and recommend improvements to curriculum and learner journeys.
Promote awareness and adoption of My Academy through onboarding, learning campaigns, manager communication and self-directed development guidance.
Identify opportunities to retire outdated or duplicate materials and improve the overall learner experience.
6. AI integration and learning innovation
Identify and pilot responsible AI use cases that improve learning design, content creation, knowledge access, communication, reporting and administrative efficiency.
Use approved AI tools to support first drafts, summaries, quizzes, scenarios, learning aids and content repurposing, with appropriate subject-matter review before publication.
Explore AI-enabled approaches for personalized learning recommendations, recurring-question analysis, knowledge discovery and identification of content gaps.
Partner with relevant technology, HR and governance stakeholders to ensure AI use complies with confidentiality, data-protection, intellectual-property and responsible-use requirements.
Document AI-enabled workflows, quality checks, limitations and human-review responsibilities to enable safe and repeatable adoption.
Share practical AI guidance and good practices with trainers, content owners and the wider Competency community.
7. Personal excellence, soft skills and people development
Design and facilitate interventions in professional communication, stakeholder management, collaboration, problem solving, workplace effectiveness, business etiquette and personal excellence.
Manage and publish the relevant learning calendar in partnership with Finance, Delivery, site leadership and HR.
Facilitate programs for associates, interns, managers and other employee groups based on business priorities.
Coach internal trainers and subject-matter experts through facilitator guidance, preparation, observation and feedback.
Promote a learning culture through practice, reflection, feedback, knowledge sharing and manager involvement.
8. Internship and early-career development
Coordinate the development components of Finance Operations internship and early-career programs from orientation through completion.
Design and deliver classroom-to-corporate transition journeys, personal-excellence learning, engagement activities, assessments and development checkpoints.
Coordinate assessments and consolidate results and stakeholder inputs to support deployment and development discussions.
Partner with managers, HR and Talent Acquisition on team allocation, progress monitoring, learning interventions and conversion-readiness inputs.
Maintain regular communication with interns and Intern Champions (Functional Managers), identify development or engagement risks and coordinate appropriate support.
Ensure final hiring, rating, deployment and conversion decisions remain with authorized business and HR owners.
9. Knowledge management, Knowledge Nugget and communications
Prepare, curate and publish the recurring Knowledge Nugget, converting Finance, workplace, process or capability insights into concise and engaging communication.
Coordinate topics and inputs with leaders and process experts, validate content before publication and maintain a forward content calendar and repository.

Employment type
Full-time

Work arrangement
No