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 .

2. 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

3. 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.

4. 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.

5. 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.

6. 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.

7. 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