Job Description
We are looking for a strategic and hands-on HR Supervisor to champion our Learning & Development (L&D) pillar. This isn't a role for a passive administrator; we need an HR professional who understands that the bridge between current performance and future success is built through intentional, high-quality development.
As the L&D lead, you will bridge the gap between HR operations and organizational growth, ensuring our workforce is not just compliant, but competitive.
Core Responsibilities
Training Needs Analysis (TNA): Move beyond off-the-shelf solutions. Partner with Department Heads to diagnose skill gaps and design custom learning paths that align with business KPIs.
Program Architecture: Lead the end-to-end lifecycle of training programsfrom curriculum design and vendor selection to delivery and post-training reinforcement.
Leadership Development: Build and facilitate Emerging Leader tracks to ensure our internal pipeline is robust and ready for succession.
Compliance & HR Ops: Ensure all mandatory training (Safety, Ethics, DE&I) is 100% compliant while overseeing the administrative side of the HR department to maintain operational excellence.
L&D Analytics: Define and track the Return on Investment (ROI) and Return on Expectations (ROE) for all learning initiatives, providing monthly reports to the executive team.
Cultural Stewardship: Use L&D as a tool to drive employee engagement and reinforce company values across all levels.
The Ideal Profile
Experience: Minimum 5+ years in Human Resources, with at least 2 years in a supervisory or specialist role focused on L&D/Talent Development.
Educational Background: Bachelors degree in HR, Organizational Development, or Psychology. Professional certifications (e.g., SHRM-SCP, PHR, or CPTD) are highly preferred.
Pedagogical Knowledge: A strong grasp of adult learning theories (e.g., ADDIE model, Blooms Taxonomy) and how to apply them in a fast-paced corporate environment.
Communication Style: A magnetic communicator. You can present to the C-suite in the morning and lead a workshop for frontline staff in the afternoon.
Tech Stack: Proficiency in LMS administration (e.g., Workday Learning, Cornerstone, or SAP Litmos) and content creation tools.
