Learning And Development Specialist

Role & responsibilities

The Role: Learning and Development Specialist

The Learning and Development (L&D) Specialist will be instrumental in designing, developing, and executing comprehensive learning strategies and programs that align with strategic goals, focusing on technical upskilling, leadership development, and fostering an innovative learning culture.

Key Responsibilities

Strategy & Program Management

• Design and Implement L&D Strategy:

  Develop and execute an L&D strategy tailored to the specific needs of a high-tech innovation center, focusing on

  engineering (Vehicle, Powertrain, CAE/CAD) and IT (Software Development, Connectivity, Cyber Security, Big Data, AI/ML)

  competencies.

• Needs Assessment:

  Conduct thorough training needs analyses in collaboration with departmental heads and HR Business Partners (HRBPs) to identify critical skill gaps and emerging technology requirements.

• Curriculum Development:

  Design, develop, and curate impactful learning programs, including e-learning modules, blended learning journeys, instructor-led training (ILT), workshops, and on-the-job experiences.

• Leadership Development:

  Manage and enhance flagship leadership and talent development programs (like the Propel program) to build a strong pipeline of transformative leaders.

Operations & Technology

• Digital Learning Management:

  Oversee the utilization and optimization of the

  Learning Management System (LMS)

  and Learning Experience Platforms (LXP) for efficient deployment, tracking, and reporting of learning activities.

• Vendor Management:

  Identify, evaluate, and manage external training partners and content providers, negotiating contracts to ensure high-quality, cost-effective learning solutions.

• Budget Management:

  Plan, allocate, and monitor the L&D budget, ensuring an optimal return on investment (ROI) for all learning initiatives.

Culture & Measurement

• Promote Learning Culture:

  Drive a

  'burning-for-learning' culture

  that encourages continuous professional and personal development, knowledge sharing, and peer-to-peer learning.

• Evaluation and Reporting:

  Establish robust metrics and evaluation mechanisms (Kirkpatrick's model or similar) to measure the effectiveness and impact of L&D programs on individual performance and business outcomes.

• Stakeholder Engagement:

  Act as a trusted consultant to senior leadership, providing expertise and insights on talent development and organizational capability building.

Qualifications

Education

• A Bachelor's degree is required; a

  Master's degree (MBA in HR or related field)

  is highly preferred.
• Certifications such as

  CPTD (Certified Professional in Talent Development)

  or equivalent are desirable.