Learning and Development Manager

Do you want to take the first step in making Filipinos’ lives better everyday? Here in GCash we want to stay at the forefront of the FinTech industry by creating innovative, meaningful, and convenient financial solutions for the nation G ka ba? Join the G Nation today Job Responsibilities – Learning and Development (L&D) Manager, Technology and Data Programs Design, implement, and manage future-focused learning programs to build critical technical, data, and digital capabilities, ensuring alignment with evolving business needs. Conduct in-depth needs assessments to identify skill gaps and emerging trends, translating insights into targeted learning interventions that address current and future workforce demands. Develop and execute rapid learning delivery solutions, including virtual bootcamps, microlearning, and modular content, to enable just-in-time learning for technology and data professionals. Create skills-based taxonomies and career pathways supporting dual career development, offering both technical and managerial growth tracks aligned with role expectations and industry standards. Competency Development and Program Alignment develop, implement, and manage competency models aligned with industry frameworks, ensuring learning programs foster both functional expertise and leadership capability. Collaborate with cross-functional leaders to build role‑specific learning paths, enabling employees to achieve targeted outcomes aligned with strategic goals and career development plans. Ensure learning programs are aligned with emerging technologies and best practices in tech talent development, maintaining relevance to global industry standards and the business's future strategy. Program Management and Impact Measurement Provide regular updates to the Talent Management Head on program outcomes, progress against strategic objectives, and learning effectiveness metrics. Align all L&D initiatives with the broader talent development strategy, ensuring programs support workforce planning, career development, and succession priorities. Collaborate closely with the Talent Management team to identify high‑potential employees and align learning interventions with leadership development pipelines. Standardize competency frameworks and assessment processes across departments to support consistent career development pathways and talent mobility. Participate in talent review sessions, presenting insights on learning program outcomes and employee development to ensure continuous alignment with business objectives. E-Learning Pathways and Vendor Management Design and manage customized e‑learning pathways that integrate targeted interventions to bridge skill gaps, boost performance, and enhance career mobility. Negotiate agreements with external vendors and manage vendor partnerships, ensuring high‑quality, timely, and cost‑effective service delivery. Monitor vendor performance using established metrics and feedback mechanisms to maintain alignment with program objectives and continuously improve service standards; provide vendor evaluation and recommendations as needed. Data-Driven Insights and Program Optimization Use data analytics and feedback mechanisms to track program effectiveness, participation, and outcomes, providing actionable insights for continuous improvement. Prepare and present performance reports to the Talent Management Head, demonstrating the impact of L&D initiatives on business outcomes and talent development goals. Proactively adjust programs based on feedback, new technologies, or changing business needs to ensure sustained impact and alignment with organizational growth. Coaching, Mentoring, and Stakeholder Engagement Lead coaching and mentoring initiatives to enhance knowledge transfer, skill development, and career progression across the technology and data functions. Engage with mentors, coaches, and learners to set clear goals, establish performance metrics, and develop feedback loops that support participant growth. Build strong relationships with business leaders, HR, and functional heads to ensure learning programs remain aligned with strategic priorities and evolving business requirements. Continuous Professional Development Stay current with the latest trends in technology, data, and learning strategies by participating in workshops, conferences, and reviewing peer‑reviewed publications. Proactively integrate innovative learning methodologies and technologies into L&D programs to foster a high‑performing, future‑ready workforce. Promote a culture of continuous learning and knowledge sharing across the organization, ensuring the workforce remains agile and prepared for future challenges. Qualifications A bachelor’s degree in Psychology, Industrial Psychology, Education, Guidance and Counseling and/or relevant domain. Desired: Master’s Degree in relevant field or knowledge domain. At least 5 years’ continuous and recent experience as a Learning and Development Manager, or similar role with record of performance in curriculum and/or learning pathway development, learning evaluation and transfer assessment, competency assessment and interventions. What We Offer Opportunity for career growth and development in the #1 FinTech company in the country Working with a dynamic and highly collaborative team who want to change the game A company that values their people with highly competitive and flexible compensation and benefits package #J-18808-Ljbffr