Position Summary

1. Support the achievement of business goals by partnering with and providing consulting to clients when identifying L&D(Learning and Development) opportunities and solutions.
2. Prioritize budget execution based on the accurate understanding of the business environment to maximize L&D capability and its effectiveness on business.
3. Share L&D resources and best practices, and maximize the competency of L&D staff through networking.

Role and Responsibilities

• Planning

o Develop and execute a L&D plan that supports organizational objectives and enhances employee performance.

o Collaborate with senior leadership to identify skill gaps and design targeted development initiatives.

• Program Design & Delivery

o Design and deliver innovative training programs tailored to employee needs and business priorities.

o Utilize a mix of learning modalities (e.g., in-person training, e-learning, workshops) to maximize engagement and effectiveness.

• Performance Measurement

o Establish metrics to evaluate the impact of L&D programs on employee performance and organizational success. Measure and report on the effectiveness of L&D programs

o Analyze data to identify areas for improvement and optimize training initiatives.

o Prioritize budget execution, budget allocation based on the accurate understanding of the business environment to maximize L&D capability and its effectiveness on business

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• Stakeholder Engagement

o Build strong relationships with internal stakeholders (e.g., HR, business leaders, managers) to align L&D efforts with business needs.

o Communicate the value of L&D programs to leadership and employees.

• Team Leadership

o Lead, mentor, and develop the L&D team to ensure high performance and continuous improvement.

o Foster a collaborative and inclusive team culture that encourages innovation and creativity.

• Innovation & Technology

o Stay abreast of emerging trends in learning technologies and instructional design to enhance program delivery.

o Implement new tools and platforms to improve the learning experience and accessibility.

• Change Management

o Drive organizational change by promoting a culture of learning and adaptability.

o Support employees in transitioning to new roles or responsibilities through targeted development programs.

Skills and Qualifications

Educational Background

• Degree: Typically requires a bachelor’s degree in Human Resources, Education, Business Administration, or a related field. An advanced degree (e.g., MBA or Master’s in Education) is often preferred.

• Certifications: Certified coaching qualification, Certifications such as Certified Professional in Learning and Performance (CPLP) or Certified Training and Development Professional (CTDP) can be advantageous.

Professional Experience

• Years of Experience: Usually requires 7-10 years of experience in HR, training, or L&D roles.

• Leadership Experience: Proven track record of managing L&D teams and leading large-scale training initiatives.

• Strategic Planning: Ability to develop and implement L&D strategies aligned with organizational goals.

• Instructional Design: Expertise in designing and delivering effective training programs.

• Analytical Skills: Proficiency in assessing training needs, measuring program effectiveness, and using data to drive improvements.

• Communication: Strong interpersonal and communication skills to engage with stakeholders at all levels.

• Innovation: Ability to introduce new learning technologies and methodologies to enhance training programs.

• Change Management: Experience in managing change and fostering a culture of continuous learning.

• Adaptability: Flexibility to adapt to changing business needs and emerging trends in learning and development.

• Collaboration: Ability to work closely with other departments to align L&D initiatives with broader business objectives.

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