Training Specialist

• Own the end-to-end Finance Operations onboarding experience, including calendars, communications, facilitator scheduling, learning materials, assessments, feedback and follow-up actions.

• Own the end-to-end Finance Operations onboarding experience, including calendars, communications, facilitator scheduling, learning materials, assessments, feedback and follow-up actions.
• Deliver and continuously improve organizational orientation, foundational Finance Operations learning and new-hire assimilation activities.
• Coordinate with SDLs, GPOs, tower leaders, managers, subject-matter experts, HR and global stakeholders to provide a consistent and relevant experience.
• Act as an accessible point of contact for new hires during onboarding and early assimilation, directing questions and escalating concerns to the appropriate owner.
• Coordinate transportation-account creation and updates as part of onboarding, working with Transport, Facilities, vendors or administrative teams and maintaining accurate status tracking.
• Maintain onboarding trackers, attendance, completion records, assessment outcomes, stakeholder inputs and participant feedback during Onboarding.
• Develop reusable, blended and self-paced assets that improve continuity and reduce dependency on individual facilitators.

• Support the integration of the Bogotá hub into the broader Finance Operations learning and competency ecosystem, ensuring alignment with global standards while recognizing local needs.

• Support the integration of the Bogotá hub into the broader Finance Operations learning and competency ecosystem, ensuring alignment with global standards while recognizing local needs.
• Partner with Bogotá leaders, trainers, subject-matter experts and HR contacts to understand capability priorities, onboarding requirements, stakeholder expectations and cultural or language considerations.
• Coordinate cross-hub learning calendars, knowledge-sharing sessions, facilitator support and reusable assets across Pune, Bogotá and other Finance centres.
• Promote consistency in foundational learning, competency expectations and employee experience while allowing appropriate local adaptation.
• Track hub-integration actions, dependencies, risks and feedback, and provide clear progress updates to Competency and Finance leadership.
• Enable transfer of good practices between hubs and maintain shared documentation so learning solutions can be reused and scaled globally.

• Construct structured discussions with leaders, managers and process owners to identify learning needs, capability gaps and desired business outcomes.

• Construct structured discussions with leaders, managers and process owners to identify learning needs, capability gaps and desired business outcomes.
• Design and deliver classroom, virtual, self-paced, e-learning and micro-learning solutions.
• Create/convert existing learning content such as DTP’s into e-learnings.
• Translate complex Finance, organizational and behavioral concepts into clear and practical learning experiences.
• Create and maintain courses, facilitator guides, participant materials, videos, quizzes, scenarios, simulations, checklists, job aids, playbooks and toolkits.
• Develop rapid learning solutions such as communication templates and quick-reference guides when the business requires timely support.
• Support Finance transformation, transition and knowledge-transfer initiatives from a learning and capability perspective.

• Partner with Finance leaders, process owners and HR to define and maintain relevant competency expectations for Finance Operations roles and career stages.

• Partner with Finance leaders, process owners and HR to define and maintain relevant competency expectations for Finance Operations roles and career stages.
• Help translate role requirements into clear knowledge, skill and behavioural competency statements that can guide learning, development and career conversations.
• Support competency mapping, gap identification and prioritization across towers, teams, locations and employee segments.
• Connect identified competency gaps to appropriate curriculum, development pathways, learning assets, assessments or manager-led interventions.
• Maintain competency-related documentation, learning matrices and supporting resources, ensuring they remain current as roles, processes and technologies evolve.
• Provide data and qualitative insights on recurring capability needs to inform extended Competency priorities and future learning investments.
• Support communication and adoption of the competency framework so employees and managers understand how it can be used for development.

• Use My Academy as a central channel to support the extended learning and competency needs of Finance Operations.
• Coordinate the creation, curation, publication and maintenance of Finance Operations learning content, pathways, curriculum and supporting resources in My Academy.
• Partner with content owners and subject-matter experts to validate course relevance, accuracy, ownership, review dates and intended learner audiences.
• Maintain content governance, naming conventions, version control and review cycles so learning resources remain current and easy to find.
• Support learner enrolment, assignment, campaign communication, completion follow-up and reporting in collaboration with the relevant platform or LMS owners.
• Use available platform insights(Workday, Menti-meter, Canva, MS-Forms) to understand participation, completion, content usag

• Consistent, timely onboarding delivery, including accurate communications, completion tracking and transportation-account coordination.

• Consistent, timely onboarding delivery, including accurate communications, completion tracking and transportation-account coordination.
• Effective integration of Bogotá and other hubs into shared learning standards, resources and governance.
• Current and usable competency maps that connect identified needs to clear development actions.
• Well-governed, accessible and actively used Finance Operations content and pathways in My Academy.
• Responsible AI pilots that demonstrate practical efficiency or learner-experience benefits with documented controls.
• Reliable learning calendars, internship activities, Knowledge Nugget publications and stakeholder updates.
• Accurate reporting and evidence-based improvement across learning, competency and employee-experience initiatives.
• Reduced key-person dependency through documented processes, reusable assets, shared ownership and effective handover.

• Learning design and facilitation

• Learning design and facilitation
• Onboarding operations
• Knowledge Nugget
• Learning records and reporting
• My Academy content governance

• Bogotá hub integration

• Bogotá hub integration
• Competency mapping
• AI pilots and adoption
• Transport-account setup
• Intern assessments and development

• Formal HR policy interpretation
• Employee-relations investigations
• Payroll and benefits
• Final hiring, rating or conversion decisions
• Technical Finance sign-off

• Flexible working environment

• Flexible working environment
• Volunteer time off
• LinkedIn Learning
• Employee-Assistance-Program (EAP)