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Job Purpose
- Understand functional capability needs and collaborate with business stakeholders to drive end-to-end learning interventions from need identification and solutioning to program execution and impact measurement.
- Partner with internal teams and external learning providers to deliver high-impact programs that align with business goals and demonstrate measurable ROI and capability enhancement.
- Take ownership of learning effectiveness by tracking business impact, gathering feedback, and continuously refining learning strategies based on insights and evolving priorities.
- Facilitate select learning sessions, leveraging strong facilitation skills to enhance learner engagement and reinforce key development themes.
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Key Accountabilities
Responsibilities will be developed and finalized over time and will include but will not be restricted to:
Functional Activities
- Collaborate with department heads and stakeholders to identify learning needs and design structured employee development pathways.
- Develop and deliver tailored learning solutions for non-operations functions such as HR, Fice, Commercial, Digital & Technology, and GRC.
- Leverage diverse instructional methods-learning, workshops, blended journeys to enhance learner engagement and outcomes.
- Evaluate learning effectiveness through feedback, surveys, and performance metrics; recommend improvements based on insights.
- Coordinate with external training partners to ensure consistent, high-quality delivery aligned with agreed standards.
- Engage with stakeholders to identify function-specific capability gaps and development opportunities.
- Support creation and deployment of learning calendars, content, and delivery modes with appropriate customization.
- Review and optimize existing learning programs by staying updated on emerging learning technologies and practices.
- Manage end-to-end coordination of courses with trainers, mentors, and other stakeholders.
- Maintain learning documentation, systems (LMS), and materials including handbooks and digital content.
- Conduct assessments and feedback sessions to identify skill or knowledge gaps and inform future interventions.
- Organize and manage training schedules; act as the primary point of contact for learner groups.
- Organize & manage the training schedule and act as the first point of contact for the learner groups.
- Attend trainings to track its progress & flow and highlight issues that could impact the overall objectives of the program.
Any other additional responsibility could be assigned to the role holder from time to time as a standalone project or regular work. The same would be suitably represented in the Primary responsibilities and agreed between the incumbent, reporting officer and HR.
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Skills/Qualities Required
Learning Strategy & Program Design
Strong MS Office Skills - Excel, PowerPoint
Stakeholder Management
Strong Time Management and Organizational Skills
Instructional Design & Facilitation
Data Analysis & Impact Measurement
Project & Program Management
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Key Performance Indicators
Learning Need Identification & Solutioning
- % of functions with completed LNI and approved learning plans
- Timeliness of LNI completion and solution design
Program Execution & Calendar Realization
- % of planned programs successfully launched as per calendar
- Adherence to program timelines and delivery milestones
Learner Engagement & Participation
- Average participation rate across programs
- Completion rate of learning journeys and modules
Learning Impact & Effectiveness
- Post-program feedback scores
- % improvement in performance metrics linked to learning interventions
- ROI of learning programs (qualitative and quantitative impact)
Stakeholder & Partner Management
- Stakeholder satisfaction scores (internal feedback)
- Quality and consistency of external partner delivery
Facilitation & Trainer Effectiveness
- Number of sessions facilitated directly
- Facilitation feedback scores (if applicable)
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Key Interfaces
Internal Interfaces
Functional Leaders & Department Heads
- To understand capability needs, align on learning priorities, and co-create relevant interventions.
- For sign-offs, strategic alignment, and reporting of learning impact and ROI.
Cross-Functional Linkages
- Collaborate across various functions and employees at all levels of the organization to ensure competency, commitment and compliance with L&D programs and initiatives.
HRBPs & LAB Members
- For coordination on nominations, calendar rollout, and function-specific learning execution.
Employees & Learner Groups
- As end-users of learning programs, for feedback, engagement, and facilitation support when required.
External Interfaces
External Learning Partners & Trainers
- To ensure quality delivery, content customization, and adherence to agreed standards.
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Educational and Experience Requirements
Minimum Education requirements
- Graduate in any discipline (preferably in HR, Psychology, Education, or Business).
- Postgraduate degree or diploma in Human Resources, Learning & Development, Organizational Development, or related fields is preferred.
