This is
not
an HR business partner role.
This role sits at the intersection of
personalized learning
, capability building
, and performance coaching
. Youll build custom development journeys for every single individual at Artha -
from Day 0 onboarding to long-term skill acceleration
You're not here to administer off-the-shelf trainings. You're here to
coach, track, and design learning that delivers real-world ROI.
Think of yourself as the head coach of a championship team - responsible for raising the game of every player on the field.
What You'll Own
1. Individual Learning Journeys
- Design
customized learning maps
for every hirelinked to their role blueprint, team priorities, and performance goals. - Own the
first 90-day onboarding journey
, combining mindset alignment, technical tool mastery, Arthas execution standards, and real accountability. - Go beyond generic LMS contentget to know each person, build trust, and personalize their growth roadmap.
2. Coaching Culture
- Be the
coach-on-call
, not a one-time trainer. - Run daily, weekly, and monthly check-ins as needed to reinforce skills and mindset shifts.
- Lead post-training integrations and reinforcement loops to ensure concepts are embedded.
- Coach department heads to coach their teamsturning managers into force multipliers.
3. Learning Program Design & Execution
- Run the
entire L&D engine
: schedule training blocks, manage sessions, build calendars, and execute feedback cycles. - Curate and co-create
training content tailored to Arthas real operational needs
from tool adoption to decision-making frameworks to communication clarity. - Identify
real-time skill gaps
across departments and roles; respond fast with targeted interventions. - Collaborate with external trainers as needed, but
own the full program outcome
.
4. Feedback Systems & Growth Visibility
- Build and manage structured
feedback loops
with reporting managers and team leadsensuring every employee gets input at the right time, in the right way. - Track not just attendance or completion, but
application of skills
on the job. - Surface blockers, blind spots, and progress patterns to leadership with clarity and honesty.
5. Org-Wide Learning Enablement
- Build a
company-wide learning dashboard
: whos learning what, why, and how its helping performance. - Align learning journeys with department goals and quarterly team OKRs.
- Report learning ROI in terms of
productivity, execution quality, and impact metrics
without ever needing to spell out ROI".
Youe a Fit If You:
- Have 6-10 years in L&D, capability building, or professional coaching
- Have designed and run full 90-day onboarding or skill-building journeys
- Know how to connect with individuals and design
custom paths
, not mass programs - Are deeply familiar with training operations: from scheduling to measuring effectiveness
- Have built trust across levelsfrom first-year analysts to CXOs
- Bonus: Youre a certified coach (ICF or equivalent) or trained in org psych / learning design
Not the Right Fit If You:
- Want a generic HRBP or content curation role
- Think LMS equals learning
- Are uncomfortable being hands-on in building decks, scheduling workshops, or coaching directly