This job description is intended for sourcing and job advertisement purposes and does not represent the official or final job description.
Role Overview
The Learning & Development (L&D) Manager is responsible for designing and implementing capability-building strategies that enhance workforce performance and support business objectives. The role focuses on identifying skill gaps, developing structured learning programs, and driving a culture of continuous learning aligned with organizational priorities, transformation initiatives, and future capability requirements.
Key Responsibilities
Learning Strategy & Capability Building
- Develop and implement the organization's learning and development strategy aligned with business goals and workforce plans
- Identify current and future capability gaps through stakeholder engagement, workforce analytics, and organizational priorities
- Translate business needs into structured learning interventions (technical, functional, leadership, and behavioral)
Program Design & Delivery
- Design, implement, and manage end-to-end learning programs (e.g., onboarding, leadership development, functional academies)
- Oversee training delivery through multiple channels (classroom, virtual, e-learning, blended learning)
- Ensure learning content is relevant, practical, and aligned with role requirements and job levels
Leadership & Talent Development
- Partner with HRBPs and OD to support leadership development and succession readiness programs
- Design and implement interventions to strengthen people management and leadership effectiveness
- Support high-potential (HiPo) development initiatives
Learning Governance & Compliance
- Establish and maintain L&D frameworks, policies, and standards aligned with internal governance and audit requirements
- Ensure proper documentation, tracking, and reporting of all learning activities
- Monitor compliance with mandatory training (e.g., regulatory, safety, code of conduct)
Stakeholder Management
- Partner with business leaders, HRBPs, and functional heads to align learning initiatives with operational needs
- Act as a strategic advisor on capability development and workforce readiness
- Manage external training vendors and learning partners as needed
Learning Analytics & Effectiveness
- Measure training effectiveness using defined KPIs (e.g., participation, completion, application, business impact)
- Utilize data and feedback to continuously improve learning programs
- Develop dashboards and reports to provide visibility on learning outcomes and ROI
Qualifications
- Bachelor's degree in Human Resources, Psychology, Education, Business, or related field
- At least 8–15 years of experience in Learning & Development, Talent Development, or related HR functions
- Proven experience in designing and delivering learning programs across different levels of the organization
- Strong understanding of adult learning principles and instructional design
- Experience in managing learning management systems (LMS) and digital learning platforms is an advantage
Work Setup
- Must be willing to work 100% onsite in BGC.
