Learning and Development Officer

Position Summary:

The Learning & Development Officer is responsible for designing, implementing, and evaluating training programs that enhance the skills and knowledge of employees, aligning them with organizational goals. This role ensures employees are equipped to meet performance standards, foster career growth, and promote a culture of continuous learning. Reporting to the Learning & Development Manager, the Officer collaborates with department heads to identify training needs, develop relevant content, and measure the effectiveness of training initiatives. The position plays a crucial role in building a skilled, engaged, and future-ready workforce, supporting overall organizational success.

Duties and Responsibilities:

1. Develop Training Programs

2. Designs content aligned with organizational goals by conducting needs assessments, researching best practices, and addressing skill gaps.

3. Facilitate Training Sessions

4. Delivers engaging in-person and virtual sessions using interactive tools, real-world examples, and practical exercises.

5. Evaluate Training Impact

6. Measures training effectiveness by analyzing feedback and performance data to inform continuous improvement.

7. Maintain Learning Resources

8. Updates and manages a repository of training materials, ensuring accessibility and relevance through regular reviews.

9. Collaborate with Leaders

10. Partners with department heads to tailor training programs to specific roles, aligning with organizational strategies.

11. Support Onboarding

12. Develops onboarding programs that familiarize new hires with company culture, policies, and job-specific skills.

13. Decision-Making Influence

14. Program Content & Methodology: Chooses training approaches based on needs assessments and organizational goals.

15. Resource Allocation: Assists in budgeting for training materials and tools to enhance learning outcomes.

16. Program Evaluation: Determines evaluation metrics to measure and refine training effectiveness.

General Position Definition- Special Challenges:

1. Adapting to Diverse Learning Needs

2. Balances various learning styles by using flexible, innovative methods and multi-format content to engage a diverse workforce.

3. Maintaining Relevance

4. Keeps training programs up-to-date amid rapid industry changes by staying informed on trends and regularly reassessing needs.

5. Driving Engagement

6. Encourages participation in training by leveraging interactive tools, compelling content, and communicating the benefits to employees.

7. Measuring Impact

8. Demonstrates the ROI of training programs through clear metrics, participant feedback, and data analysis.

9. Working with Limited Resources

10. Prioritizes high-impact initiatives and finds cost-effective solutions to maximize training quality within budget constraints.

Key Result Areas:

1. KRA: Program Development and Delivery

• Goal: Design and implement effective training programs.

• Performance Measure: Number of programs delivered, participant feedback scores, and completion rates.

• KRA: Training Impact and Effectiveness

• Goal: Ensure programs meet objectives and improve performance.

• Performance Measure: Pre- and post-training assessment scores and retention of skills over time.

• KRA: Employee Engagement and Participation

• Goal: Drive high engagement in training initiatives.

• Performance Measure: Participation rates and attendance in training sessions.

• KRA: Resource Management

• Goal: Utilize resources efficiently to maximize training impact.

• Performance Measure: Adherence to budget and quality feedback on training materials.

• KRA: Continuous Improvement and Innovation

• Goal: Enhance training content and delivery methods.

• Performance Measure: Frequency of updates and employee satisfaction scores.

• KRA: Cross-Departmental Collaboration

• Goal: Align training with organizational priorities through collaboration.

• Performance Measure: Number of initiatives supported and feedback from department heads.

Qualifications:

• Bachelor's degree in communications, human resources or any related field.
• With minimum 2 years' working experience in HR Training and Development; Retail and Food Service setting is an advantage.
• With excellent communication skills, must be detail-oriented and tenacious; works with Company principles and has good work ethics.
• Excellent in writing and oral communication skills; knowledgeable in Microsoft applications (Word, Excel, PowerPoint).
• Knowledgeable in learning management system.
• Can create e-learning materials.