Business Training Manager

• Location: Mumbai, MH
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• 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

• 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.

• 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

• 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.

• 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.

• 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.

• 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.

• 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