Learning and Development Manager

Key Responsibilities:

1. Training Strategy and Planning:

• Develop and implement the company’s learning and development strategy aligned with organizational goals.
• Identify training and development needs through job analysis, employee feedback, performance reviews, and consultations with department heads.

1. Program Design and Development:

• Design and create a range of training programs (classroom-based, online learning, workshops, etc.) covering both technical and soft skills.
• Customize learning content based on the specific needs of departments and employees at various levels of the organization.

1. Training Delivery:

• Facilitate engaging training sessions using a variety of instructional techniques such as role-playing, simulations, team exercises, and lectures.
• Manage external training partners and vendors for specialized programs when necessary.

1. Learning Culture:

• Foster a learning culture within the organization that promotes continuous personal and professional development.
• Encourage participation in learning initiatives and help create learning pathways for employees' career development.

1. Evaluation and Assessment:

• Develop and implement metrics to measure the effectiveness of training programs, including post-training surveys, feedback sessions, and assessments.
• Monitor training progress, and continuously improve content and delivery methods based on employee performance and feedback.

1. Leadership Development:

• Implement leadership and management development programs to build leadership capacity within the company.
• Provide coaching and mentoring to employees at all levels, helping them achieve their career goals.

1. Budget Management:

• Manage the learning and development budget, ensuring efficient allocation of resources to maximize impact.
• Prepare reports and presentations on training outcomes and ROI for senior management.

1. Collaboration:

• Work closely with HR and department heads to align training programs with organizational needs and employee development goals.
• Stay updated on industry trends, innovations, and best practices in training and development.

1. Compliance Training:

• Ensure that all employees complete mandatory training programs related to compliance, safety, and regulations (e.g., anti-harassment, cybersecurity, health and safety).

Qualifications:

• Education: Bachelor’s degree in human resources, Education, Organizational Development, or a related field (master’s degree is a plus).
• Experience: Minimum of 5 to 8 years of experience in Learning and Development or a related role, with at least 5 years in a managerial capacity.
• Certifications: Certifications in training or instructional design.

Skills and Competencies:

• Instructional Design: Expertise in designing and delivering training programs using a variety of methods (e-learning, classroom, blended learning).
• Communication: Strong verbal and written communication skills, with the ability to convey complex concepts clearly.
• Leadership: Proven ability to lead a team, influence stakeholders, and drive initiatives across the organization.
• Project Management: Ability to manage multiple training projects simultaneously, meeting deadlines and staying within budget.
• Analytical Skills: Experience with measuring the impact of training programs using data and feedback.
• Interpersonal Skills: Ability to build strong working relationships across all levels of the organization.

Working Conditions:

• Work Environment: Primarily office-based, with occasional travel to training sites or conferences.
• Schedule: Regular office hours with flexibility for travel or after-hours training sessions when necessary.

Performance Metrics:

• Effectiveness of training programs (measured by feedback and performance improvement).
• Employee participation and engagement in learning programs.
• Improvement in employee performance metrics and retention.
• Budget management and cost-effectiveness of L&D initiatives.