Business Training Manager

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Job Description

Business Training ManagerJob Title: Business Training Manager

Business: PCH Business within PPL

Department: Sales / Sales Capability

Reports To: Head – Sales Capability / Business Training

Location: Thane / Mumbai

Band: 2A

1. Job Purpose

Drive sales capability and frontline productivity through structured training, induction, assessment and capability-building interventions across TSO, ASO, SS, SM, SO/ASE, promoters and other relevant stakeholders.

The role will translate business priorities into targeted learning interventions and track their impact on field capability, productivity, sales execution and employee retention .

1. Key Stakeholders

Internal

- Sales Leadership – Zonal / Regional / Area - Sales HR / HR Business Partners - Sales Excellence / Sales Operations - Business & Category Teams - Total Rewards / Talent & Learning - HR Analytics

External

- Training partners / facilitators - Promoter agencies / third-party partners - Learning and assessment partners

1. Essential Qualification

- Graduate degree in any discipline; MBA / PGDM in HR, Sales, Marketing or L&D preferred. - Relevant certification in Learning & Development / Sales Capability would be an advantage.

1. Relevant Experience

- 6–10 years of experience in Sales Training, Sales Capability, Learning & Development or Field Force Development , preferably in FMCG, Pharma, Consumer Healthcare or similar businesses. - Experience in managing frontline sales capability across multiple levels and geographies. - Strong understanding of induction, assessments, field productivity and capability-building. - Experience of linking learning interventions to business outcomes. - Exposure to digital learning platforms, dashboards and learning analytics preferred.

1. Key Roles & Responsibilities

A. Sales Capability & Training Strategy

- Develop and execute the annual Business Training & Capability calendar aligned to business priorities. - Identify capability gaps and design targeted interventions across frontline and managerial roles. - Strengthen the Piramal Sales Academy / Sales Training Power Brand and monthly capability agenda.

B. Induction & Certification

- Own the end-to-end training and certification journey for new frontline employees. - Drive timely induction, assessments and field readiness. - Partner with Sales Coaches, ABMs and business leaders to ensure effective on-the-job application.

C. Field Capability & Productivity

- Drive improvement in Field Capability Score and frontline productivity through targeted interventions. - Build capability across critical selling and execution areas including WS handling, product / category knowledge and field execution. - Track impact through pre- and post-training assessments and business metrics.

D. Promoter & Third-Party Capability

- Own the annual promoter training calendar across agency and third-party workforce. - Drive interventions to improve promoter productivity, consistency and selling effectiveness.

E. Business Process & Commercial Capability

- Drive training and adoption for new products, processes, systems and business initiatives such as DMS, Vajra and SM / non-chemist projects . - Build frontline understanding of incentives, earning opportunities and performance-linked rewards. - Ensure timely completion of relevant assessments and certification.

F. Learning Analytics & Effectiveness

- Track training coverage, learning hours, assessment completion, scores and capability outcomes. - Analyse the impact of learning interventions on productivity, sales achievement and retention . - Provide periodic capability insights and recommendations to Sales and HR leadership.

G. Stakeholder Management & Execution

- Partner with Sales and HR leaders to ensure high-quality execution of the training calendar. - Manage external training partners and facilitators where required. - Drive a culture of continuous learning and capability ownership within the Sales organisation.

1. Key Performance Indicators

- 100% execution of annual training / capability calendar. -

• 85% ideal induction for relevant frontline roles.
• 95% assessment completion within defined timelines.

- Improvement in Field Capability Score and defined productivity measures. - 100% execution of promoter training calendar with defined productivity outcomes. - Improvement in incentive awareness, assessment completion and earning metrics. - Effective adoption of DMS, Vajra and other business capability initiatives. - Training coverage, learning hours and outcomes reflected in the Talent Asset Scorecard. - Contribution to improved new-joiner retention and reduction in infancy attrition. - Demonstrable linkage between capability interventions and business outcomes.

1. Key Competencies

Business & Learning

- Business & Commercial Acumen - Capability Building - Learning Agility - Data & Analytical Orientation

Transformation & Execution

- Change Management - Digital Learning & Technology - Innovation in Learning - Execution Excellence

Stakeholder & People

- Stakeholder Management - Communication & Facilitation - Collaboration - Coaching & Development