The
Learning & Development (L&D) Manager is responsible for designing, implementing, and driving initiatives that build organisational capability, foster a culture of continuous learning, and support both career development and performance management. This partners with People Director and managers to identify training needs, develop talent strategies, strengthen performance management practices, and ensure employees have the skills and frameworks required to achieve business goals.
Learning Strategy & Program Design
- Manage implementation of comprehensive L&D strategy aligned with business objectives
- Design, deliver, and evaluate learning programs (e.g., onboarding, leadership development, technical upskilling, soft skills)
- Partner with department heads to assess skill gaps and future capability needs
- Promote a blended learning approach (e-learning, workshops, coaching, mentoring, external programs)
Talent Development & Leadership
- Lead succession planning initiatives in collaboration with People team and business leaders
- Drive leadership development programs to build strong pipelines for critical roles
- Support career development frameworks, competency models, and professional growth pathways
Performance Management
- Drive the performance management process end-to-end, including goal-setting, mid-year and annual reviews, and continuous feedback practices
- Equip managers with tools and training to conduct effective performance conversations and provide actionable feedback
- Align performance outcomes with talent development initiatives and business priorities
- Analyse performance data to identify trends, inform decision-making, and enhance organisational effectiveness
Training Operations
- Redefine and oversee training logistics, budgets, vendor relationships, and L&D technology platforms (e.g., LMS)
- Track participation, learning outcomes, and ROI of programs
- Ensure compliance with mandatory training requirements (e.g., regulatory, safety)
Culture & Employee Engagement
- Champion a learning culture by embedding continuous development into daily work
- Encourage employee-led knowledge-sharing, peer learning, and coaching networks
Requirements
- BA Degree in HR, Organisational Development, Psychology, Business, or related field
- 5+ years of experience in L&D, Talent Development, or Organisational Development
- Proven track record of designing and implementing impactful learning programs
- Strong understanding of adult learning principles, instructional design, and digital learning - platforms
- Experience with leadership development, succession planning, and performance management integration
- Excellent communication, facilitation, and stakeholder management skills
