Learning & Development Manager

Dyninno / Trevolution is looking for an experienced Learning & Development Manager to join our growing team in Cebu City and play a key role in strengthening leadership capability, employee performance, operational effectiveness, and career development.

Dyninno is a San Francisco-based global group operating across 50+ markets in finance, travel, and entertainment since 2004. In Cebu, our Trevolution operation has nearly 700 employees , bringing together a diverse, ambitious, and sales-driven international team.

About the Role

The L&D Manager will lead the development of sustainable learning strategies that support employees beyond initial new-hire training , working closely with Operations, HR, and business leaders to identify capability gaps, build targeted learning solutions, and measure their impact on both employee and business performance.

• Develop and implement the annual L&D strategy aligned with business and people priorities.
• Establish learning priorities based on business objectives, operational performance, employee feedback, talent needs, and future capabilities.
• Build an L&D roadmap covering leadership, functional, behavioral, and professional development .
• Establish L&D frameworks, standards, and processes while driving a culture of continuous learning.
• Monitor industry trends and emerging L&D practices.

Leadership Development

• Design and implement development programs for emerging leaders, Team Leaders, Supervisors, Managers, and high-potential employees .
• Develop capabilities in people management, coaching and feedback, performance management, communication, conflict management, decision-making, accountability, change management, and business acumen.
• Establish leadership development pathways and support succession planning and leadership pipelines .
• Introduce coaching, mentoring, and other development initiatives.

Operations Capability Development

• Partner with Operations to identify capability gaps affecting performance.
• Conduct regular Training Needs Analysis (TNA) using KPIs, quality, productivity, performance data, employee feedback, and stakeholder input.
• Develop targeted interventions covering areas such as sales effectiveness, customer experience, communication, coaching, problem-solving, productivity, and professional effectiveness .
• Determine whether performance issues require training, coaching, process improvement, or another intervention .
• Measure learning impact through employee and operational performance.
• Build career development frameworks, learning pathways, and Individual Development Plans (IDPs) .
• Develop upskilling and reskilling programs and support internal mobility and career advancement.
• Identify and develop high-potential employees and critical talent.
• Create learning journeys combining formal learning, coaching, mentoring, stretch assignments, and on-the-job development .
• Track development progress and readiness for future roles.

Learning Design & Delivery

• Lead the design of learning programs using adult learning principles and instructional design methodologies .
• Develop facilitator guides, participant materials, assessments, job aids, and other learning resources.
• Use blended learning approaches including instructor-led workshops, e-learning, microlearning, coaching, mentoring, and experiential learning .
• Facilitate leadership and professional development programs when required.
• Build and develop a pool of internal subject matter experts and facilitators.

Learning Effectiveness & Analytics

• Establish measures to evaluate learning effectiveness and business impact.
• Track participation, learner feedback, knowledge and skill improvement, and application of learning.
• Develop L&D dashboards and management reports .
• Analyze learning and performance data to identify trends and improvement opportunities.

Stakeholder & Team Management

• Act as a strategic L&D partner to HR and Operations leaders .
• Translate business challenges and performance gaps into appropriate development solutions.
• Challenge training requests when training is not the right solution.
• Lead and develop the L&D team, where applicable.
• Manage multiple L&D projects, budgets, resources, vendors, and external partners while ensuring delivery within agreed timelines, budgets, and quality standards.
• Apply root-cause analysis and structured problem-solving to improve learning and organizational capability.
• Explore dig