Job Description:

About AML RightSource

We are AML RightSource, the leading technology-enabled managed services firm focused on fighting financial crime for our clients and the world. Headquartered in Cleveland, Ohio, and operating across the globe, we are a trusted partner to our financial institution, FinTech, money service business, and corporate clients.

Using a blend of highly trained anti-financial crime professionals, cutting-edge technology tools, and industry-leading consultants, we help clients with their AML/BSA, transaction monitoring, client onboarding (KYC), enhanced due diligence (EDD), and risk management needs.

We support clients in meeting day-to-day compliance tasks, urgent projects, and strategic changes. Globally, our staff of more than 4,000 highly trained analysts and subject matter experts is the industry's largest group of full-time compliance professionals. Together with our clients, we are Reimagining Compliance.

About the Position

We are seeking an experienced Learning and Development Manager to lead the strategy, operations, and continuous improvement of the Ready for Allocation (RFA) function in India.

The RFA group includes employees awaiting assignment to a client-focused team, typically after completing new-hire training or while transitioning between client engagements. It may also include employees on the bench awaiting project allocation in accordance with company policies.

The L&D Manager, RFA will be accountable for ensuring that employees within RFA remain skilled, engaged, professional, compliant, and ready for timely deployment. The role will oversee workforce-readiness planning, learning-needs identification, upskilling interventions, operational governance, stakeholder coordination, and the overall RFA employee experience.

This position will manage the L&D Coordinator responsible for day-to-day RFA operations and will work closely with Talent Development, Resourcing, HR, Workforce Management, Operations, and business stakeholders. The manager will use workforce data and business requirements to strengthen deployment readiness, reduce skill gaps, improve operational efficiency, and build a scalable RFA operating model.

Key Responsibilities

RFA Strategy and Governance

• Define and drive the overall RFA workforce-readiness strategy in alignment with business, resourcing, and talent priorities.
• Establish clear operating standards, governance mechanisms, escalation paths, and accountability measures for the RFA population.
• Translate organizational policies into clear and practical RFA processes, guidelines, and employee expectations.
• Monitor the health and effectiveness of the RFA model and recommend changes based on workforce data, stakeholder feedback, and evolving business needs.
• Ensure consistency in the management of employees completing training, transitioning between client teams, or awaiting project allocation.

Workforce Readiness and Deployment Enablement

• Oversee the readiness assessment of employees within RFA and ensure that skills, development needs, availability, and deployment status are accurately tracked.
• Partner with Resourcing, HR, Operations, and business leaders to understand upcoming talent requirements and prepare RFA employees for suitable opportunities.
• Identify barriers affecting employee deployment and coordinate appropriate learning, operational, or stakeholder interventions.
• Introduce structured readiness for employees to prepare for client project allocation.
• Provide leadership with timely visibility into workforce readiness, skill availability, development priorities, and deployment risks.

Learning Needs and Upskilling

• Lead training-needs analysis for the RFA population using readiness data, business requirements, performance indicators, and stakeholder inputs.
• Design and oversee targeted upskilling pathways that keep employees client-ready while they await allocation.
• Prioritize learning interventions based on business demand, skill gaps, deployment opportunities, and employee readiness.
• Guide the creation of just-in-time learning resources to address immediate RFA concerns and emerging capability requirements.
• Evaluate the relevance and effectiveness of learning interventions and use findings to improve future programs.
• Collaborate with Talent Development colleagues and subject-matter experts to source, create, or facilitate appropriate learning solutions.

Data, Reporting, and Business Insights

• Develop and maintain meaningful RFA dashboards, reports, and management insights.
• Analyze RFA data to identify skill gaps, readiness trends, allocation barriers, operational risks, and improvement opportunities.
• Define and monitor relevant measures for readiness, learning participation, skill development, deployment enablement, compliance, and employee engagement.
• Convert operational data into clear recommendations and decision support for senior stakeholders.
• Ensure data quality and consistency across RFA trackers, reporting tools, and HR systems.
• Use insights to prioritize interventions and demonstrate the business impact of the RFA function.

Team Leadership and Capability Development

• Manage, coach, and develop the L&D Coordinator supporting RFA operations and enablement.
• Set clear priorities, performance expectations, and development goals for the coordinator.
• Review the quality and timeliness of readiness tracking, stakeholder communication, learning interventions, and RFA engagement activities.
• Delegate operational responsibilities while maintaining accountability for overall RFA outcomes.
• Build the coordinator’s capability in data analysis, stakeholder management, learning-needs analysis, facilitation, process improvement, and project execution.
• Create a collaborative, accountable, and improvement-oriented team environment.

Stakeholder Management

• Serve as the primary Talent Development point of contact for RFA readiness and capability development.
• Build strong relationships with HR, Resourcing, Workforce Management, Operations, client-facing teams, and other relevant stakeholders.
• Facilitate regular stakeholder reviews to discuss RFA status, deployment priorities, emerging skill requirements, risks, and required actions.
• Clarify ownership across teams and ensure timely follow-through on agreed actions.
• Escalate critical readiness, conduct, compliance, or deployment concerns through the appropriate channels.
• Communicate RFA priorities, expectations, risks, and progress clearly to employees and leadership.

Employee Experience, Professionalism, and Compliance

• Create a structured and constructive experience for employees while they await allocation.
• Ensure employees understand the expectations associated with RFA, including availability, participation, learning completion, professional conduct, and communication.
• Oversee engagement initiatives that promote accountability, continuous learning, and connection to the organization.
• Work with HR and relevant stakeholders to manage recurring concerns related to participation, professionalism, conduct, or compliance.
• Ensure that RFA sessions and communications reinforce applicable company policies and workplace expectations.

Process Improvement and Automation

• Review existing RFA processes to identify inefficiencies, duplication, manual work, and control gaps.
• Lead improvement initiatives that simplify workflows, strengthen accountability, and improve the accuracy and timeliness of information.
• Identify opportunities to automate recurring tracking, reporting, reminders, communications, and administrative activities.
• Partner with relevant technology and operations teams to implement sustainable solutions.
• Establish standard operating procedures and appropriate documentation for critical RFA processes.
• Encourage the responsible use of technology and AI-enabled solutions to improve scalability and employee support.

Required Qualifications

• Bachelor's degree in human resources, Business Administration, Organizational Development, or related discipline, or equivalent professional experience.
• Relevant experience in Learning and Development, workforce readiness, talent operations, workforce management, or a related function.
• Experience leading people, projects, programs, or a significant operational workstream.
• Strong understanding of training-needs analysis, learning-program design, facilitation, and capability development.
• Strong analytical capability, including the ability to interpret workforce data, identify patterns, and translate findings into practical recommendations.
• Proficiency with Microsoft Office, particularly Excel and PowerPoint, and comfort working with HR systems and reporting tools.
• Strong stakeholder-management and influencing skills, with the ability to work across Talent Development, HR, Resourcing, Operations, and business teams.
• Excellent verbal and written communication skills.
• Strong organizational and project-management capability, with the ability to manage multiple priorities and deadlines.
• Demonstrated ability to improve processes and introduce scalable ways of working.

Preferred Qualifications

• Experience managing a bench, redeployment, talent-pool, transition, or workforce-readiness program.
• Experience leading a coordinator, specialist, trainer, or similar role.
• Experience developing dashboards and reporting for workforce or learning initiatives.
• Exposure to capacity planning, resource allocation, employee transitions, or client-readiness processes.
• Experience with workflow automation, reporting automation, or AI-enabled learning and operational solutions.
• Experience working in a global or cross-regional organization.

AML RightSource is committed to fostering a diverse work environment and is proud to be an equal opportunity employer. We provide equal employment opportunities to all qualified applicants without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.  

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