Head - APTRI

Head - APTRI

Key Responsibilities  Strategic Leadership

• Develop and execute a long-term technical/behavioural capability development roadmap aligned with business transformation goals.
• Position the institute as a strategic partner for productivity, reliability, and innovation in plant and project operations.
• Benchmark with leading industry academies (domestic as well International)

Curriculum & Program Development

• Design and continuously upgrade curricula based on current & future  training needs in thermal, renewable, and digital plant technologies.
• Develop role-based and level-based learning pathways (e.g., O&M engineers, commissioning teams, project managers).
• Integrate new-age learning methods — simulators, digital twins, AR/VR-based training, and online learning modules.

Governance & Quality Assurance

• Establish academic standards, assessment protocols, and certification systems.
• Create a governance framework for course approvals, trainer accreditation, and training evaluation.
• Ensure compliance with statutory and industry accreditation bodies (e.g., NSDC, CEA, DGMS, etc.).

Stakeholder Collaboration

• Partner with business units, OEMs, and technical experts to co-develop and deliver programs.
• Build collaborations with universities, sector skill councils, and industry associations.
• Engage with internal leaders to align programs with competency requirements and succession planning needs.
• Collaborate with Adani Skill Academy

Infrastructure & Resource Management

• Oversee management of training infrastructure, laboratories, simulators, hostels, and digital platforms.
• Manage institute budgets, faculty development, and resource optimization.
• Drive digital transformation of the learning ecosystem (LMS, analytics dashboards, performance impact studies).

Capability Building Metrics

• Define and track KPIs such as training ROI, skill readiness index, deployment effectiveness, and internal certification rate.
• Present quarterly reports to senior leadership on capability progress and future roadmap.

Education: B.E./B.Tech in Mechanical/Electrical/Instrumentation Engineering; Master’s in Engineering or Management preferred.

Experience: Minimum 20–25 years in power generation, transmission, or heavy engineering industry with at least 5–7 years in a learning or capability-building leadership role. Proven track record in technical training management, skill academy leadership, or corporate learning governance.

Experience Level

Senior Level