Manager- Capability Development (Retail)

Primary responsibilities:
Strategy & Planning
Build the annual retail training calendar and capability roadmap for 600+ stores, aligned to business priorities agreed with the Lead – Retail Capability Development.
Conduct structured Training Needs Identification (TNI) using store KPIs, mystery audit findings, customer feedback and attrition data; convert gaps into targeted interventions.
Own and manage the annual retail training budget, vendor/partner selection and the travel plan for the zonal training team.
Team Leadership
Lead, coach and performance-manage 5 Zonal Trainers; set zonal training targets, review coverage and conduct monthly business reviews.
Ensure balanced deployment of trainers across zones basis store count, new store pipeline and performance gaps; monitor trainer productivity and man-days delivered.
Build a certified in-store coach cadre (Store Managers / Cluster Managers) through a Train-the-Trainer programme to extend training reach well beyond the 5-member team.
Content & Delivery
Design, refresh and standardize training content for all frontline roles — CSA, Cashier, Department Manager and Store Manager — covering induction, customer service, selling skills, category/product knowledge, visual merchandising, POS & billing, shrinkage control, and safety & compliance.
Run the induction and onboarding journey for all new joiners, including 30-60-90 day certification, to reduce early-stage attrition.
Deliver a structured New Store Opening (NSO) training plan so that every new store team is trained and certified before launch.
Localize content into the regional languages relevant to V-Mart markets and keep material suited to Tier 2/3 store realities.
Drive LMS and digital learning adoption — mobile-first micro-learning modules, assessments, nudges and completion tracking.
Measurement & Stakeholder Management
Establish a store-level certification and training audit framework; conduct store visits to validate on-floor application of training.
Track, analyse and report training metrics — coverage, assessment scores, certification levels and impact on conversion, ATV, UPT and customer scores — through a monthly dashboard.
Partner with Retail Operations, Buying & Merchandising, Retail HRBPs, Zonal HR and Talent Management on new launches, campaigns, career pathways and succession for frontline talent.
Experience:
• 8 – 12 years of total experience, with at least 5 years in retail training / L&D within a multi-store retail chain.
• Proven experience of managing a geographically distributed team of trainers.
• Exposure to a large store network and to frontline, high-volume hiring environments.
• Hands-on experience of designing content and facilitating programs for store frontline roles.

Work arrangement
No