Manager Learning & Development

Role & responsibilities

Learning & Development (L&D) Manager

Key Responsibility Areas

1. Strategic L&D Foundation and Needs Identification

• Establish L&D Function:

  Spearhead the successful setup, standardization, and scaling of the end-to-end Learning & Development function

  and infrastructure across the organization.

• Strategy & Roadmap:

  Conduct comprehensive

  Training Needs Identification and Analysis (TNI/A)

  in consultation with senior business and functional leaders. Translate organizational priorities into a clear, comprehensive annual learning roadmap.

• Curriculum Design:

  Design and implement structured learning interventions utilizing a blended approach, including instructor-led training (internal/external), e-learning, coaching, action learning, and mentoring.

2. Program Design, Execution, and Management

• Annual Planning:

  Design, implement, and monitor the annual training calendar and budget, ensuring high return on investment (ROI).

• Leadership Development:

  Own and manage learning programs across all levels, with a special focus on building and executing internal development programs for

  first-time managers and middle management

  .

• Internal Capability:

  Identify, nurture, and leverage internal Subject Matter Experts (SMEs) to enhance in-house training capabilities and promote a knowledge-sharing culture.

• Content Management:

  Oversee the creation, delivery, and monitoring of technical and behavioral learning content, ensuring alignment with organizational goals.

3. Training Delivery and Effectiveness

• Facilitation:

  Deliver select behavioral and soft-skills training sessions, maintaining high engagement and quality standards.

• Evaluation:

  Establish robust metrics to assess training effectiveness through post-program evaluations and impact measurement (Levels 1-4). Share clear, actionable insights and reports with stakeholders.

4. Vendor, Budget, and Platform Management

• Vendor Management:

  Identify, evaluate, and manage external training vendors and partners to ensure quality delivery and cost-effectiveness.

• Budget Control:

  Manage the overall L&D budget effectively, ensuring efficient resource allocation.

• LMS Proficiency:

  Leverage Learning Management Systems (LMS) and self-paced platforms to drive scalability and accessibility of learning resources.

5. Culture and Engagement

• Communication:

  Develop and publish the L&D newsletter and drive learner engagement through innovative communication, platforms, and awareness campaigns to foster a strong learning culture.

Qualifications and Requirements

Experience and Education

• L&D Setup Experience (Essential):

  Proven, significant experience (mandatory) in establishing, configuring, and standardizing the L&D function within an organization.

• Education:

  Bachelors degree required; a Master’s degree in Human Resources, Business Administration, or a related field is preferred.

• Specialization:

  Demonstrated experience in designing, implementing, and evaluating learning programs across diverse organizational levels.