Learning and Development Manager

Why This Role Exists
As MPC expands across locations and cities, we need a Learning & Development function that makes frontline performance consistent,
repeatable, and scalable.
This role will build MPC's L&D function from 0 to 1: creating a system where every new hire becomes floor-ready quickly, every store
operates to the same standard, and high-performing frontline employees have a clear path to leadership.
This is a hands-on role that works closely with Operations to translate SOPs into practical training and continuously improve
standards using frontline insights.
Key Responsibilities
1. Build & Own the L&D Function
• Design and establish MPC's Learning & Development function end-to-end
• Develop the L&D strategy, training calendar, documentation, and standardized systems aligned with expansion plans
• Create training standards that can be consistently implemented across locations
2. Frontline Training & Module Development
• Build role-specific modules for kitchen, counter/service, delivery packing, hygiene, food safety, and operational SOPs
• Develop practical training content, assessments, checklists, and on-floor evaluations
• Continuously update modules based on operational requirements and feedback
3. New Store & New Hire Training
• Build standardized new-hire onboarding that gets employees floor-ready within defined timelines
• Create a new-store training program to ensure teams are ready before launch
• Work with Operations and HR to plan manpower and training requirements ahead of openings
4. Train-the-Trainer Program
• Build a train-the-trainer framework across MPC outlets
• Identify and develop Store Managers and high-performing employees as internal trainers
• Equip trainers with guides, assessments, and coaching tools so stores can independently train as MPC scales
5. Career Growth & Internal Talent Development
• Build a clear frontline career path such as Crew → Shift Lead → Store Manager
• Define competencies and development requirements for progression across levels
• Identify high-potential employees and build an internal pipeline for store leadership
6. Training Effectiveness & Quality Measurement
• Establish measurable training-readiness metrics, audits, skill assessments, and certification processes
• Track training completion, assessment scores, operational performance, and recurring gaps
• Use store audits, practical checks, and frontline feedback to continuously improve training
7. SOP & Operations Partnership
• Partner closely with the GM – Operations to convert new and revised SOPs into structured training
• Ensure operational changes are communicated and embedded through training
• Use recurring training gaps and frontline feedback to improve SOPs and execution
8. L&D Systems & Scalability
• Evaluate and implement suitable LMS, digital learning, and assessment tools where required
• Build systems that scale across locations without requiring a dedicated trainer at every outlet
• Maintain a centralized repository of training modules, SOPs, assessments, and certification records
Candidate Profile
Must-Have Skills
• 7+ years of overall experience with significant experience in Learning & Development
• Senior L&D/training experience within an organized, multi-location F&B/QSR business
• Strong experience designing training modules, not only delivering pre-existing content
• Proven experience training frontline teams across multiple outlets and supporting new-store openings
• Experience building train-the-trainer and frontline career-progression frameworks
• Strong understanding of outlet operations and frontline employee challenges
• Hands-on, analytical, and comfortable spending significant time at outlets while working closely with Operations
Good to Have
• Experience with an LMS or digital learning platform
• Instructional design or digital training-content experience
• Experience building scalable training systems during rapid expansion
Reporting Structure
Reports to: Founder (Jash Arora)
Works closely with: GM – Operations, HR, Store & Area Managers, and functional teams
Owns: Frontline training systems, new-hire and new-store training, train-the-trainer, career development, and training effectiveness
Why MUMBAI PAV CO.
• Build the L&D function from 0 to 1 with real ownership over how frontline capability is developed
• Multi-city expansion underway — create training systems that can scale across new stores and markets
• Work closely with Operations and leadership to directly influence store standards and people development
• Build an internal leadership pipeline and shape career growth for frontline teams

Work arrangement
No