Manager - Learning & Development

Purpose of Job

Key Responsibilities

• L&D Strategy & Program Design
• Develop, implement, and maintain a robust L&D roadmap aligned with corporate objectives.
• Conduct training needs analyses (TNA) in collaboration with business leaders to identify skill gaps.
• Design blended learning programs (classroom, virtual, e-learning) covering technical, leadership, soft skills, compliance, and industry-specific topics.
• Manage the L&D budget—forecast needs, optimize vendor spends, and track ROI.
• Source, develop, and nurture partnerships with external training providers.
• Training Delivery & Facilitation
• Lead and facilitate high-impact training sessions (in-person and virtual).
• Curate and manage an e-learning platform—ensuring up-to-date content, user engagement, and progress tracking.
• Support subject-matter-experts (SMEs) in developing and delivering in-house modules.
• Leadership & Talent Development
• Design and implement leadership development tracks (from emerging leaders to senior managers).
• Coordinate coaching, mentorship, and peer-learning programs for high-potential employees.
• Support managers with succession planning—ensuring talent pipelines for critical roles.
• Training Evaluation & Analytics
• Develop L&D KPIs: engagement, assessment scores, transfer of learning, and on-the-job performance metrics.
• Monitor, analyze, and report L&D outcomes to HR leadership and business heads.
• Continuously refine programs based on feedback, performance data, and emerging learning best practices.
• L&D Process Management
• Maintain a training calendar and registration system.
• Track learning records, certifications, and compliance training completion.
• Ensure all L&D processes adhere to company policies and relevant regulations.
• Stakeholder Engagement & Change Management
• Collaborate with business units to embed learning initiatives within departmental strategies.
• Act as an internal consultant—advising leaders on learning approaches and organizational capability building.
• Promote learning culture—highlighting success stories, encouraging continuous improvement.
  

Qualifications & Experience

• Bachelor’s in HR, Business Administration, Education, or related field; Master’s preferred.
• 8–12 years of HR experience with a minimum of 5 years dedicated to L&D roles.
• Proven track record in designing and implementing leadership and technical learning programs.
  

Required Skills & Competencies

• Expert in instructional design, adult learning theories, blended delivery methods.
• Strong facilitation, presentation, and communication skills.
• Ability to manage multiple programs, budgets, and stakeholder expectations.
• Proficient in Learning Management Systems (LMS) and Microsoft Office Suite.
• Data-driven mindset: skilled in evaluating learning outcomes and demonstrating impact.
• Excellent interpersonal skills, with the ability to coach and advise at all levels.