The Learning & Development Manager is responsible for leading the design, implementation, and
evaluation of learning programs that build employee capability, support career growth, and advance organizational objectives. This role partners with leaders and HR teams to assess training needs, develop strategic learning solutions, and cultivate a culture of continuous learning and development across the organization.
Learning Strategy & Program Design
- Develop and execute a comprehensive L&D strategy aligned with business goals and
- workforce needs.
- Conduct training needs assessments to identify skill gaps and future capability requirements.
- Design engaging learning programs, including leadership development, technical training, and
- soft skills workshops.
- Implement blended learning solutions such as e-learning, on-the-job training, coaching, and
- instructor-led sessions.
Program Delivery & Facilitation
- Deliver training sessions, workshops, and development programs to employees and leaders.
- Partner with internal subject matter experts and external training vendors to ensure high-
- quality content.
- Ensure consistency and effectiveness in learning delivery across all business units.
Learning Systems & Tools
- Oversee the Learning Management System (LMS) and ensure content is updated, relevant,
- and easy to access.
- Evaluate and implement new learning technologies, platforms, and tools to enhance the
- learning experience.
- Manage training records, course catalogs, and reporting within the LMS.
Evaluation & Continuous Improvement
- Measure the effectiveness of training programs using assessments, surveys, analytics, and
- business performance indicators.
- Use evaluation data to improve program design, delivery, and outcomes.
- Track learning metrics and prepare reports for HR and senior leadership.
Leadership Development
- Support the design and execution of leadership development pathways and talent
- development programs.
- Partner with HR and business leaders to identify high-potential employees and create tailored development plans.
- Facilitate coaching, mentorship, and succession planning initiatives.
Collaboration & Stakeholder Engagement
- Work closely with HR Business Partners and department leaders to understand functional training needs.
- Influence leaders and foster alignment between development initiatives and organizational priorities.
- Build and maintain relationships with external training providers and consultants.
