About Us
The Learning & Development Manager is responsible for designing, implementing, and managing the Global organisation’s learning strategy to support capability building and talent development. This role ensures employees have access to effective learning opportunities, leadership development, and career pathways that enhance organisational performance and support future growth.
Key Responsibilities
Learning Strategy & Planning
Develop and implement an organisation ‑ wide learning and development strategy aligned with business goals. Conduct training needs analysis to identify capability gaps and future skills requirements. Create annual L&D plans and budgets, ensuring effective use of resources. Drive a culture of continuous learning across the organisation.
Training Design & Delivery
Oversee the design and delivery of learning programmes, including leadership development, professional skills, compliance training, and onboarding. Develop blended learning approaches including e‑learning, workshops, coaching, and experiential learning. Work with external training providers, ensuring high quality and cost‑effective solutions.
Talent Development & Succession Planning
Support talent and succession planning processes, identifying future leaders and development pathways. Implement competency frameworks, career development tools, and personal development plans. Manage leadership development programmes and high ‑ potential initiatives.
L earning Management Systems (LMS) &Reporting
Create, implement and oversee the Learning Management System, ensuring accurate data, reporting, and user experience. T rack training completion, engagement, and effectiveness metrics. P roduce regular L&D reports and insights for senior leaders.
Coaching & Support
Provide coaching, guidance, and support to managers to help them develop their teams. Train managers in performance development, feedback, and coaching techniques. Promote best practice learning principles across the organisation.
Programme Evaluation & Continuous Improvement
Evaluate training effectiveness using feedback, KPIs, and ROI methodologies. Continuously improve L&D programmes based on data and employee feedback. Stay updated with L&D trends, technologies, and external best practices.
Requirements
Key Skills and Competencies
Strong understanding of modern L&D practices, models and technologies Excellent facilitation, coaching, and communication skills. Experience designing blended and digital learning programmes. Analytical skills to evaluate training effectiveness and impact. Strong stakeholder management and influencing abilities. Ability to manage multiple projects and meet deadlines. Creative, innovative, and solutions‑focused mindset.
Experience & Qualifications
Significant experience in L&D roles (typically 5+ years). Experience in creating and managing L&D programmes for an international organisation CIPD Level 5 (or equivalent) desirable
