How to Become a Corporate POSH Trainer: Expert Insights

Many HR and Learning & Development (L&D) professionals have asked me how to become a POSH trainer. Given the growing demand, I felt it was time to share my journey and insights into this field. 

How POSH Training Became the Next Big Thing in HR and Compliance 

POSH training has become a sought-after specialization for HR, L&D, and compliance professionals. It offers flexibility and career growth, especially for those seeking to transition from demanding employee roles into consultancy work that offers work-life balance, independence, and potentially lucrative opportunities. Here’s why it is in demand: 

1. It is a natural extension of their role. 

2. POSH specialists can enhance employee relations, legal compliance, and workplace culture expertise. 

3. For some, it may also seem like a "cool" specialization, adding credibility and depth to their portfolio. 

• Growing Demand: A decade after the POSH Act was passed in 2013, companies increasingly prioritize compliance and recognize the importance of POSH training to foster a respectful culture. As a result, HR and other professionals can significantly benefit from understanding how to enter this field. 

• Gaps in Compliance: Noting significant lapses in POSH compliance within the private sector, the Supreme Court issued comprehensive guidelines on December 3, 2024, to strengthen the Act's implementation. This follows its earlier directives in May and October 2023. This will likely increase the demand for POSH trainers and subject matter experts. 

• Post #MeToo: The #MeToo movement made POSH compliance non-negotiable. From startups to MNCs, companies now seek regular POSH training to ensure legal compliance, build a safe work culture, and protect their reputation from damage, lest a case should occur and leak into the public domain. This has led to a surge in demand for POSH trainers and consultants. 

How Did I Become a Trainer? A Serendipitous Detour 

Instead of a question about the POSH Act, the one I get asked the most—right after the end of my sessions—is: "How did you become a POSH trainer?" 

Well, here is the lowdown. 

I was not from HR, learning and development, or even the legal field. I started as a corporate soft-skills trainer but didn’t plan for it. It all happened by sheer serendipity—one of my favorite words that has often shaped my life’s journey. 

It began with an old friend I visited after nearly a decade. She had her own company, providing corporate training in soft skills and beyond. At the time, she was conducting a series of workshops for a large pharmaceutical client at a resort near Bombay (erstwhile name) and casually invited me to "come have fun." 

Fun? A resort? Say no more. 

At that point, I barely understood the basics of corporations, having just returned from the U.S., where I had happily raised my son in an American culture. Yet, there I was, lounging in a resort, blissfully unaware that my non-existent career was about to take an unexpected turn.

During one of her training sessions, she invited me to sit at the back of the room as a "colleague." I nodded, expecting nothing more than a free front-row seat to corporate jargon. Midway through her post-lunch session, she finished presenting a module on client meetings and opened the floor for input. Without thinking twice, I raised my hand and gave spontaneous feedback to a participant who had just finished his role-play. He listened, nodded, and seemed to appreciate my input.

The next day, my friend casually mentioned over breakfast, "I noticed how that participant was nodding while you spoke. You have a knack for this. Do you want to help me conduct soft skills training?" 

Without hesitation, I said yes twice. First to her, then again when I Googled what soft skills meant.

From a Home Economist to Learning Soft Skills: The Unexpected Leap 

My friend did something even better than inviting me to a fancy resort—though I didn’t realize it then. She asked me to participate in a three-day "Train the Trainer" program, part of a six-month project to train a leading bank’s officers in soft skills. It turned out to be a game-changer.

By the end of the program, I knew I wasn’t just dabbling in corporate training; I was all in. This was precisely what I had been subconsciously searching for. My son was in middle school, and I was eager to work, but I needed something flexible, enjoyable, and—most importantly—without the burden of years of study.

The six-month project went brilliantly. I traveled, stayed in 4- to 5-star hotels, and enjoyed the respect and hospitality that trainers receive in the corporate world. It was thrilling.

Then came the radio silence.

The project ended, and suddenly, there was no work. No more flights, no more neatly arranged conference room lunches, no more “Madam, coffee or tea?”

I missed it. Badly.

So, I started hunting for training assignments in my city. I found a few, enough to keep my brain from rusting. But the deeper I got into soft-skills training, the more I realized—it was a red ocean. That’s a term I picked up while preparing for a session. It means a space with fierce competition, too many players, and not enough demand. I was constantly chasing opportunities rather than being the one sought after. 

I needed a blue ocean. A field where demand outweighed supply. That’s when POSH came into the picture. Now, let’s get down to business—how do you start? And don’t worry; before this blog wraps up, I’ll share the rest of my story. 

Is POSH Certification Necessary? 

Though not mandatory, a certification in POSH Act implementation can demonstrate your knowledge and credibility in the field. Look for announcements on LinkedIn. 

However, certification alone is not enough. Companies prefer trainers with hands-on experience and a proven track record in corporate training. 

This creates a classic chicken-and-egg situation—without experience, securing opportunities is complex, and without opportunities, gaining knowledge is a challenge. 

How to Get Started 

• Assess Your Interest and Knowledge Level 

1. If you are new to POSH training, attend a few awareness sessions. Many POSH service providers offer 2-hour online workshops—attending one can help you decide if this field is right for you. 

2. If you are an HR professional with some exposure to POSH, consider joining more specialized workshops to deepen your understanding. Specialized sessions in niche aspects of POSH are often announced on the service providers' websites and LinkedIn. 

• Commit to Continuous Learning 

1. Becoming an expert requires consistent effort. Read, research, and engage with POSH-related content regularly. 

2. Stay updated on legal amendments, Supreme Court and High Court rulings, and best practices in POSH compliance by regularly following service providers' websites, LinkedIn updates, and newsletters. 

• Gain Hands-on Experience 

1. Try to become an Internal Committee (IC) Member in your organization. This will give you firsthand experience in POSH compliance and case handling. 

2. Offer to conduct a short training session for employees. Your employer is more likely to approve since you are doing it in-house and for free. 

3. Practical exposure is invaluable—use every opportunity to observe and participate in real-world discussions through POSH-related WhatsApp groups. 

Skills Required to be a POSH Trainer 

• Deep Understanding of the POSH Law

A POSH trainer must continuously refine their knowledge of the POSH act, rules, sections, subsections, clauses, and interpretations. Staying updated on case laws and regulatory guidelines ensures accurate and effective training delivery. 

• Training Expertise

Being an expert in POSH is not enough; you must also be skilled in engaging and educating diverse audiences. This includes structuring content, using relatable examples, handling questions, and adapting to different industries and employee levels. 

• Communication Skills

A POSH trainer must be clear, concise, and persuasive. It is crucial to be able to break down legal jargon into simple language, maintain a neutral tone, and handle sensitive discussions. 

• Facilitation and Engagement 

Employees often attend POSH training with preconceived notions. An effective trainer fosters active participation through discussions, role-plays, case studies, and real-world examples, seamlessly challenging misconceptions. 

• Empathy and Sensitivity 

Since POSH training deals with a sensitive subject, a trainer must approach sessions with empathy, making participants feel safe and respected while discussing workplace harassment issues. 

• Building a Strong Repository of Content  

A good POSH trainer must have a well-structured and diverse collection of POSH-related content to ensure engaging and effective training. This repository of content should be continuously updated and refined. 

From Icebreakers to ICs: My Dive into POSH Training 

One of my clients invited me to conduct a POSH session. As a soft-skills trainer, I had attended POSH training led by colleagues, but standing in front of 50 dynamic participants, speaking with conviction, handling their questions, and, most importantly, satisfying them that I knew my business—that was a whole different game. 

I put in my best effort by conducting thorough research and preparation—my “forte," as my friend describes it. For a one-hour session, I dedicated at least 10 hours to studying everything related to POSH and having a lengthy discussion with my friend for insights. Fortunately, my hard work paid off. The session went smoothly, the participants were fully engaged, and I earned a significantly higher training fee. Just like that, my new career had begun.