ABOUT THE POSITION

The Finance Operations Learning & Capability Senior Specialist owns and continuously improves learning, onboarding and capability-building experiences across Finance Operations. Based in Pune with a global remit, the role leads new-hire onboarding and assimilation, professional-skills learning, early-career development, regional hub integration, knowledge-sharing initiatives, competency-framework activities, My Academy enablement, learning measurement and program governance.

The position partners with Finance leaders, process owners, subject-matter experts, HR, Talent Acquisition and enabling teams to convert business needs into practical, engaging and scalable solutions. The role combines facilitation, program management, employee experience, digital learning, stakeholder coordination, analytical thinking and disciplined operational execution.

KEY RESPONSIBILITIES

1. New-hire onboarding, assimilation and employee experience

• 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.

2. Global hub integration, Bogotá Specific  

• 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.

3. Learning needs analysis and solution design

• 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.

4. Competency framework and extended capability requirements

• 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.

5. My Academy and digital learning enablement

• 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 usage and learning gaps, and recommend improvements to curriculum and learner journeys.
• Promote awareness and adoption of My Academy through onboarding, learning campaigns, manager communication and self-directed development guidance.
• Identify opportunities to retire outdated or duplicate materials and improve the overall learner experience.

6. AI integration and learning innovation

• Identify and pilot responsible AI use cases that improve learning design, content creation, knowledge access, communication, reporting and administrative efficiency.
• Use approved AI tools to support first drafts, summaries, quizzes, scenarios, learning aids and content repurposing, with appropriate subject-matter review before publication.
• Explore AI-enabled approaches for personalized learning recommendations, recurring-question analysis, knowledge discovery and identification of content gaps.
• Partner with relevant technology, HR and governance stakeholders to ensure AI use complies with confidentiality, data-protection, intellectual-property and responsible-use requirements.
• Document AI-enabled workflows, quality checks, limitations and human-review responsibilities to enable safe and repeatable adoption.
• Share practical AI guidance and good practices with trainers, content owners and the wider Competency community.

7. Personal excellence, soft skills and people development

• Design and facilitate interventions in professional communication, stakeholder management, collaboration, problem solving, workplace effectiveness, business etiquette and personal excellence.
• Manage and publish the relevant learning calendar in partnership with Finance, Delivery, site leadership and HR.
• Facilitate programs for associates, interns, managers and other employee groups based on business priorities.
• Coach internal trainers and subject-matter experts through facilitator guidance, preparation, observation and feedback.
• Promote a learning culture through practice, reflection, feedback, knowledge sharing and manager involvement.

8. Internship and early-career development

• Coordinate the development components of Finance Operations internship and early-career programs from orientation through completion.
• Design and deliver classroom-to-corporate transition journeys, personal-excellence learning, engagement activities, assessments and development checkpoints.
• Coordinate assessments and consolidate results and stakeholder inputs to support deployment and development discussions.
• Partner with managers, HR and Talent Acquisition on team allocation, progress monitoring, learning interventions and conversion-readiness inputs.
• Maintain regular communication with interns and Intern Champions (Functional Managers), identify development or engagement risks and coordinate appropriate support.
• Ensure final hiring, rating, deployment and conversion decisions remain with authorized business and HR owners.

9. Knowledge management, Knowledge Nugget and communications

• Prepare, curate and publish the recurring Knowledge Nugget, converting Finance, workplace, process or capability insights into concise and engaging communication.
• Coordinate topics and inputs with leaders and process experts, validate content before publication and maintain a forward content calendar and repository.
• Maintain learning manuals, playbooks, templates, knowledge-transfer documents and reusable resources in accessible locations.
• Create clear communications for onboarding, learning programs, assessments, campaigns and development initiatives.
• Support learning-related town halls, engagement events, videos, newsletters and wider Finance communications as agreed with stakeholders.
• Build participation through timely communication, purposeful branding and audience-appropriate messaging.
• Manage the Procurement of Goodies for participants of any competency led engagement initiatives

10. Measurement, governance and stakeholder coordination

• Define and track indicators such as volume, participation, completion, assessment results, feedback, content usage, recurring questions, competency gaps and agreed business measures.
• Prepare concise updates for senior stakeholders, highlighting outcomes, trends, risks, dependencies and recommended actions.
• Use quantitative and qualitative insights to improve content, delivery methods, learner journeys and program processes.
• Maintain accurate records, dashboards, content inventories, standard operating procedures and version control.
• Build trusted partnerships with Finance leaders, SDLs, GPOs, tower managers, Bogotá and other hub stakeholders, HR, Talent Acquisition, Transport, Facilities and platform owners.
• Clarify scope, ownership, timelines and dependencies for each initiative and communicate risks early.
• Coordinate internal contributors, facilitators and external vendors where required and manage competing priorities to agreed timelines.

CORE CAPABILITIES

Learning Program Design

Onboarding & Assimilation

Global Hub Integration

Competency Frameworks

My Academy / LMS Enablement

AI & Digital Learning

Stakeholder Partnership

KPI Tracking & Insights

Knowledge Management

HOW SUCCESS WILL BE MEASURED:

• 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.

ROLE OWNERSHIP AND PARTNERSHIP BOUNDARIES:

ROLE OWNS

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

COORDINATES / SUPPORTS

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

AUTHORIZED OWNER RETAINS

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

Our Benefits

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

NIQ may utilize artificial intelligence (AI) tools at various stages of the recruitment process, including résumé screening, candidate assessments, interview scheduling, job matching, communication support, and certain administrative tasks that help streamline workflows. These tools are intended to improve efficiency and support fair and consistent evaluation based on job-related criteria. All use of AI is governed by NIQ’s principles of fairness, transparency, human oversight, and inclusion. Final hiring decisions are made exclusively by humans. NIQ regularly reviews its AI tools to help mitigate bias and ensure compliance with applicable laws and regulations. If you have questions, require accommodations, or wish to request human review were permitted by law, please contact your local HR representative. For more information, please visit NIQ’s AI Safety Policies and Guiding Principles: https://nielseniq.com/global/en/info/niqs-ai-safety-policies/

About NIQ

NIQ is the world’s leading consumer intelligence company, delivering the most complete understanding of consumer buying behavior and revealing new pathways to growth. In 2023, NIQ combined with GfK, bringing together the two industry leaders with unparalleled global reach. With a holistic retail read and the most comprehensive consumer insights—delivered with advanced analytics through state-of-the-art platforms—NIQ delivers the Full View™. NIQ is an Advent International portfolio company with operations in 100+ markets, covering more than 90% of the world’s population.

For more information, visit NIQ.com

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Our commitment to Diversity, Equity, and Inclusion

At NIQ, we are steadfast in our commitment to fostering an inclusive workplace that mirrors the rich diversity of the communities and markets we serve. We believe that embracing a wide range of perspectives drives innovation and excellence.  All employment decisions at NIQ are made without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, marital status, veteran status, or any other characteristic protected by applicable laws. We invite individuals who share our dedication to inclusivity and equity to join us in making a meaningful impact. To learn more about our ongoing efforts in diversity and inclusion, please visit the https://nielseniq.com/global/en/news-center/diversity-inclusion