Role Overview:
The L&D Manager will spearhead the company's learning initiatives, with a strong focus on managerial development and building a robust succession pipeline. This role requires a strategic thinker with experience in developing and implementing programs that align with the company’s growth and leadership needs.
Key Responsibilities:
Strategic Development:
- Design and implement a comprehensive learning and development strategy aligned with organizational goals.
- Focus on managerial upskilling and leadership development programs to ensure readiness for succession planning.
Succession Planning:
- Identify critical roles and future leadership needs.
- Collaborate with department heads to develop and maintain a succession planning framework.
Training Needs Analysis (TNA):
- Conduct training needs assessments across the organization to identify skill gaps and prioritize initiatives.
- Ensure programs are tailored to the needs of a diverse and dynamic workforce.
Program Design and Delivery:
- Develop innovative learning solutions, including workshops, e-learning modules, and leadership programs.
- Oversee external vendor selection and partnerships for specialized training needs.
Monitoring and Evaluation:
- Establish KPIs to measure the effectiveness of L&D initiatives.
- Regularly report on learning outcomes and impact on organizational goals.
Budget Management:
- Develop and manage the L&D budget, ensuring cost-effective delivery of programs.
- Advocate for investments in advanced learning technologies and resources.
Team Leadership:
- Lead a team of L&D specialists to deliver high-quality training programs.
- Foster a culture of continuous improvement and innovation within the team.
Qualifications:
Education: Bachelor’s degree in Human Resources, Organizational Development, or a related field. A master’s degree is preferred.
Experience:
- Minimum 10-12 years of experience in L&D, with at least 5 years in managerial roles.
- Proven track record of designing and delivering leadership and managerial development programs in a large organization (preferably in construction or related industries).
Skills:
- Strong understanding of succession planning frameworks and leadership development strategies.
- Excellent communication, presentation, and interpersonal skills.
- Proficiency in L&D tools and technologies, including Learning Management Systems (LMS).
- Strategic thinking with the ability to align initiatives with organizational goals.
