KHUSBU SINGH

Strategic L&D Leadership | ROI-Driven Capability Building | Business-Aligned Learning Solutions

As a dynamic L&D leader, I designed and led transformational training strategies that aligned talent development with business priorities, enabled performance acceleration, and delivered measurable ROI. My role spans end-to-end ownership of learning lifecycle—from skill gap analysis to post-training impact evaluation—across sales, operations, and plant teams.

• Learning Strategy & Execution:
  Designed a company-wide learning roadmap and 3-month rotational training calendar, delivering 100+ hours of impactful training programs across 8 departments, including Sales, Operations, Engineering, and Corporate.
  Achieved 95%+ training adherence and significant skill uplift by integrating VAK model and adult learning principles in content and delivery.
• Training Evaluation & ROI Measurement:
  Implemented Kirkpatrick Level 1–3 evaluation metrics to track knowledge retention, behavior change, and on-the-job performance impact.
  Reported an average 20–30% improvement in departmental KPIs post-training through data-backed ROI dashboards and monthly review analytics.
• Leadership & Management Development:
  Launched structured leadership capability programs for project coordinators and mid-level managers focusing on team management, decision-making, and strategic thinking.
  Coached future leaders to align with the company’s vision, resulting in faster succession readiness and improved internal promotion rates.
• Compliance & Regulatory Training:
  Rolled out mandatory training modules on safety, regulatory guidelines, and company policies, ensuring 100% compliance across plant and corporate teams.
  Partnered with internal legal and audit teams to drive training governance and reduce process deviations.
• Budget & Resource Optimization:
  Managed L&D budget within allocated limits (₹X lakhs), maximizing ROI through in-house content development and hybrid learning models.
  Reduced external dependency by 40% through internal trainer upskilling and digital module creation.
• Stakeholder & Vendor Collaboration:
  Acted as the single point of contact for leadership, cross-functional teams, and training vendors; ensured alignment of L&D priorities with business strategy.
  Negotiated with learning partners to deliver high-impact workshops at 15–20% cost savings.
• Digital & E-learning Transformation:
  Developed 20+ microlearning modules for self-paced learning; achieved 80%+ usage on LMS within the first 2 months.
  Drove digital adoption by integrating e-learning with offline sessions for blended learning effectiveness.

Aug 2022- Jan 2025

PROJECTS:

1. TITAN Company Ltd.

Designation: Regional Training Manager.

Scope of Responsibility:

• Manage training operations for the North Region (9 states), encompassing three divisions: Large Format Stores (Fragrances & Handbags), World of TITAN (Fragrances)and General Trade (Fragrances).
• Oversee training activities across 180 retail stores (Fragrances and Handbags) and 100 retailer points (General Trade), ensuring alignment with organizational goals.

Training Need Assessment:

• Conduct thorough needs assessments to identify skill gaps and training opportunities across the divisions.

Training Development and Delivery:

• Design and deliver high quality engaging training programs for retail sales officers and supervisors, focusing on advanced sales techniques, customer engagement, and team management, leveraging a variety of instructional methods (e.g., classroom, virtual, blended learning) as when needed
• Create and implement comprehensive monthly training calendars, incorporating course plans, scheduling, and departmental rotations.
• Develop customized training plans in collaboration with Area Business Managers, catering to specific regional needs and business objectives.
• Plan and facilitate workshops, presentations, role-playing exercises, and simulations to enhance staff knowledge and on-ground performance.
• Regularly review and update the training curriculum to ensure relevance, accuracy, and alignment with industry trends.

Stakeholder Engagement and Collaboration:

• Partner with divisional heads, area business managers, and cross-functional teams to align training initiatives with broader organizational strategies.
• Produce detailed regional training activity reports for review by senior management, highlighting outcomes, challenges, and improvement areas.
• Coordinate cross-functional learning opportunities to promote collaboration and foster a holistic learning environment.

Performance and Evaluation:

• Develop innovative methods to measure the impact of training initiatives and optimize employee performance metrics.
• Evaluate the effectiveness of training programs through feedback, assessments, and performance data, implementing improvements where necessary.
• Mentor team members to foster professional growth, ensuring a strong talent pipeline within the organization.
• Monitor KPIs such as sales conversion rates, customer satisfaction, and productivity to assess the success of training interventions.

Onboarding and Employee Engagement:

• Provide comprehensive onboarding support, including orientation and role-specific training for new hires, ensuring seamless integration into the organization.
• Deliver training sessions designed to enhance employee engagement, satisfaction, and overall performance.

Operational Excellence:

• Maintain accurate records of training sessions, employee attendance, and post-training performance evaluations.
• Leverage advanced software and tools to streamline training operations, ensuring efficiency and timely execution of programs.
• Demonstrate strong problem-solving capabilities, resolving training-related challenges effectively.
• Maintain updated knowledge of industry best practices through continuing education and professional development initiatives.

Key Achievements:

• Successfully improved sales performance and customer satisfaction across multiple regions by implementing targeted training solutions.
• Recognized for delivering impactful training programs that enhanced employee engagement, and operational efficiency.
• Designed innovative strategies that contributed to achieving regional business objectives and boosting overall team productivity.

2. Bharti Airtel Ltd.

Deputy Manager- Training

• Responsible for sales training across Airtel telecom, DTH, and Airtel Payments Bank.
• Conduct classroom, virtual, and e-learning programs for Airtel Friends, Store Managers, FRM, and Zonal Managers.
• Develop unique training materials to support training programs.
• Manage stakeholder relationships and coordinate certification programs.
• Prepare and manage training calendars and PJP for the month.
• Lead monthly reviews with Store Managers and Zonal Managers to track performance.
• Conduct training for partner trainers and handle team during OJT.
• Oversee Airtel stores in 3 zones (West, North, Central Delhi) and support target achievement through innovative training techniques.

• Conducting sales and service training, communication and soft skills training for Facebook PSO Project

• Conducting sales and service training for Bharti Airtel

• Conducting process related training, communication and soft skills training for Paytm- Current, Savings Account and UPI

• Conducting process related training, communication and soft skills training for Reliance JIO

• Conducting collections (NBFC) related training, communication and soft skills training