Consultant - Learning & Development

As a Full-Time L&D Consultant – Category Management, you will serve as an embedded capability specialist and instructional architect within the Instamart business unit. You will work side-by-side with Category Directors, VPs, and HR Business Partners (HRBPs) to translate business strategies into actionable, high-impact learning frameworks. Your principal mission is to drastically reduce Time-to-Productivity (TTP) for new hires across Category Manager (CM), Associate Category Manager (ACM), and Buyer roles, while continuously upskilling existing teams on complex commercial topics such as Joint Business Planning (JBP), contribution margin enhancement, stockout mitigation, and tail-end assortment rationalization. Detailed Responsibilities & Key Deliverables 1. Strategic Training Needs Analysis (TNA) & Competency Mapping Partner directly with Category VPs, Senior Category Managers, and HR leadership to map operational skill gaps across distinct verticals (Fresh Produce, FMCG, Non-Food, Electronics, and Seasonal Categories). Conduct ongoing job-task and competency gap analyses to establish clear proficiency standards for Category Leads, CMs, ACMs, and Category Support Associates. Align training objectives directly with key business outcome metrics including Gross Merchandise Value (GMV), Contribution Margin, Inventory Turnover Ratio, Fill Rates, and Shrinkage/Wastage metrics. 2. Curriculum Architecture & Functional Playbook Development Design, build, and continuously refine functional learning playbooks, interactive micro-learning modules, digital reference guides, and real-world case simulations tailored for rapid execution. Develop comprehensive training tracks covering core quick-commerce capabilities: P&L & Commercial Management: Unit economics, gross margin optimization, contribution margin calculation, pricing strategies, markdown mechanics, and promotion ROI analysis. Supply Chain & Inventory Dynamics: Dark store fill rates, out-of-stock (OOS) reduction, safety stock calculation, shrinkage/wastage control, and demand forecasting models. Vendor Management & Commercial Negotiations: Joint Business Planning (JBP), vendor terms negotiation (margins, payment terms, marketing investments, slotting fees), and vendor onboarding workflows. Assortment & Merchandising Strategy: Digital shelf optimization, hyper-local assortment planning, regional taste mapping, A/B testing on product placement, and tail-end SKU rationalization. 3. Facilitation, Onboarding Bootcamps & Coaching Design and lead high-touch onboarding bootcamps for new category team members to ensure functional readiness within their first 30 to 60 days. Establish and run "Train-the-Trainer" (TTT) programs to equip Category Directors and Senior CMs to act as internal faculty, mentors, and subject-matter experts (SMEs). Facilitate interactive workshops, real-play negotiation clinics, and post-campaign review sessions analyzing previous commercial performance data. 4. Learning Analytics & Business Impact Assessment Deploy Kirkpatrick’s 4-Level Evaluation Model (Reaction, Learning, Behavior, and Results) to continuously monitor program effectiveness. Maintain data-driven L&D dashboards tracking key performance indicators such as program completion rates, assessment scores, ramp-up time, and business-level impacts (e.g., improved margin outcomes in negotiations). Execute periodic refresher assessments and cohort-level gap analyses to ensure learning content remains updated in response to evolving market dynamics. Qualifications & Requirements Educational Background: Bachelor’s or Master’s degree in Business Administration (MBA), Human Resource Development, Organizational Psychology, or a related discipline. Professional Experience: 4 to 8 years of proven experience in Learning & Development, Capability Building, or Functional Training, with significant exposure to E-Commerce, Quick-Commerce, Retail, FMCG, or Strategy/Management Consulting. Functional Domain Knowledge: Deep practical understanding of retail merchandising, category management processes, vendor negotiations, assortment strategies, and financial metrics (P&L, COGS, Gross Margin). Instructional Methodology: Mastery of adult learning principles, instructional design models (ADDIE, SAM), blended learning architecture, and performance-support tool creation. Analytical & Technical Proficiency: Strong ability to interpret business metrics using Excel and BI reporting tools to measure learning impact and business correlations. Stakeholder Management: Proven track record of building trust and driving alignment with senior executives, functional leaders, cross-functional partners (Product, Supply Chain, Revenue), and external training solution providers. Key Performance Metrics for the Role Onboarding Ramp-Up Time: Reduction in Time-to-Productivity (TTP) for newly onboarded Category Managers and ACMs from day of joining to independent capability. Program Engagement & Completion: High completion rates and strong satisfaction scores (CSAT/NPS) across cohort training modules and workshops. Capability Shift & Business Outcomes: Measurable improvements in functional pre/post-assessment scores and correlation with business metrics (e.g., negotiation success rates, margin improvements, stockout reduction). Playbook Adoption: Active utilization and adoption rate of standardized category playbooks and reference frameworks across all Instamart category verticals. NA Visit our tech blogs to learn more about some the challenges we deal with: https://medium.com/swiggy-bytes We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, colour, religion, sex, disability status, or any other characteristic protected by the law.