The posting
About Artha Group
Artha Group is a performance-first investment house managing ₹2,300 crores across domestic and international investment vehicles, including Category I & II AIFs, LLPs, and Private Limited companies. With active Investments in 130+ startups, with 32+ successful exits, and 10+ renewable energy projects. We operate at the convergence of capital precision and operational depth.
Role Overview
The Learning & Development Associate is responsible for governing Artha's learning ecosystem from structured onboarding and role-based learning pathways to capability tracking, performance calibration, and leadership development.
This is an execution-focused role that requires exceptional process discipline and operational rigour. You will ensure every team member progresses through clearly defined development frameworks, every learning milestone is measured, and every capability decision is supported by objective evidence.
Beyond administering existing frameworks, you'll strengthen Artha's learning infrastructure by designing new learning pathways, improving development systems, and embedding a culture of continuous improvement across the organisation.
Core Responsibilities
Learning Architecture & Onboarding
- Own the execution of Artha's structured 90-day onboarding framework across all new hires.
- Administer existing onboarding pathways and develop new frameworks for roles entering the organisation for the first time.
- Define learning objectives, competency milestones, assessment checkpoints, and expected outcomes for every onboarding journey.
- Track progress with structured reviews to stay fully informed about learning performance and milestone completion.
- Escalate capability gaps proactively and provide evidence-based recommendations to hiring managers regarding onboarding outcomes and role readiness.
- Maintain comprehensive documentation and reporting structures for every completed onboarding program.
Role based learning frameworks
- Govern the learning pathways established for every role within the organisation, ensuring consistency of execution and adherence to defined standards.
- Design new capability frameworks as the organisation evolves, partnering with business leaders to establish learning outcomes before new positions are introduced.
- Periodically review and refine all learning pathways to ensure they remain aligned with evolving business priorities and role expectations.
Learning Governance
- Build and maintain an organisation-wide view of learning progress, capability development, and milestone completion.
- Design structured feedback mechanisms that provide employees with clear visibility into their development priorities and progression.
- Identify capability gaps through measurable indicators rather than subjective assessment, translating observations into structured development plans with defined ownership and timelines.
- Maintain accurate reporting dashboards for management to support workforce planning and capability decisions.
Performance Calibration
- Partner with leadership to maintain objective performance standards across the organisation.
- Support capability reviews through structured evidence, documented learning outcomes, and developmental observations.
- Provide data-driven recommendations relating to role readiness, upskilling priorities, and performance improvement initiatives.
Leadership Development
- Identify emerging leaders through demonstrated learning progression, capability maturity, and consistent performance.
- Support the design of leadership development pathways for employees preparing for expanded responsibilities.
- Coordinate with internal and external coaching partners to ensure leadership development initiatives remain structured, measurable, and aligned with organisational priorities.
External learning partnerships
- Build and manage relationships with external learning partners, trainers, coaches, and specialised capability providers.
- Continuously benchmark Artha's learning standards against leading investment firms and professional services organisations.
- Recommend new methodologies, technologies, and learning practices that strengthen the firm's development architecture.
Candidate Profile:
To succeed in this role, you'll need strong discipline, structured thinking, and a commitment to operational excellence.
The successful candidate will be comfortable managing complex learning systems, maintaining rigorous documentation standards, and providing direct, evidence-based feedback in support of organisational performance.
This role is best suited to professionals who derive satisfaction from building systems, maintaining consistency, and improving organisational capability through disciplined execution rather than informal influence.
Experience & Skills:
- 5 - 7 years of experience in Learning & Development, Organisational Development, Talent Management, or a related discipline.
- Demonstrated experience designing and administering structured onboarding programs and capability frameworks.
- Strong understanding of competency models, performance management systems, and organisational learning methodologies.
- Proven ability to establish and operate within structured governance frameworks.
- Experience partnering with senior stakeholders on capability development and performance initiatives.
- Strong project management, documentation, and organisational skills.
- Excellent written and verbal communication with the ability to translate complex learning outcomes into actionable business recommendations.
Compensation:
₹21,00,000 Total Annual Compensation
- ₹18,00,000 Fixed Compensation
- ₹3,00,000 Annual Retention Bonus
