Head of Learning and Development

Job Summary
The Head of Learning and Development at GoTeam serves as the chief architect of the organization's learning ecosystem. This role is responsible for building a high-impact, practical, and future-ready learning environment that strengthens capability across all functions.

Through rigorous needs analysis, simulation-based program design, LMS optimization, and a data-driven improvement cycle, the Head of L&D ensures that every Team Member has access to the skills, behaviors, and mindsets needed to thrive today and prepare for tomorrow's workforce demands.

Central to this role is the creation and governance of the
GoTeam Learning & Development Library
—a unified, accessible hub where all employees can access curated learning materials, toolkits, courses, and resources on demand.

Key Responsibilities
Strategic Leadership & Learning Architecture

• Develop and execute a company-wide L&D strategy aligned with the organization's long-term goals and talent development roadmap.
• Lead GoTeam's Learning Architecture & Continuous Improvement Cycle, ensuring all learning solutions follow a global-standard design, testing, and iteration process.

Learning Architecture & Continuous Improvement Cycle

• Rigorous Needs Analysis
• Conduct comprehensive capability assessments through stakeholder interviews, skills mapping, KPI analysis, learner surveys, client feedback, and workflow observation.
• Identify priority skills and competencies required across all roles.
• Prototype & Test Learning Solutions
• Develop and pilot learning programs—simulations, microlearning, bootcamps, workshops, blended learning—to ensure real-world relevance and operational impact.
• Collect Multi-Source Feedback
• Gather feedback from learners, team leads, managers, HODs, and LMS analytics to refine instructional content and delivery.
• Iterate for Performance Excellence
• Improve programs based on performance data, learner experience, and application effectiveness.
• Validate impact through pre/post assessments and business performance indicators.
• Scale & Sustain High-Impact Programs
• Roll out validated programs company-wide, embedding them into LMS pathways, certification tracks, leadership development roadmaps, and the Career Journey Framework.
• Continuous Monitoring & Innovation
• Conduct quarterly impact reviews and skills forecasting.
• Integrate emerging L&D technologies such as AI-driven coaching, adaptive learning models, and immersive simulations.

Training Design: Practical, Simulation-Based, and Outcome-Driven

• Build programs centered on applied learning, including:
• simulation-based modules (scenarios, drills, shadowing loops)
• hands-on training based on real workflows, KPIs, and client deliverables
• competence-based bootcamps for technical and operational roles
• apprenticeship-style coaching and supervised practice
• Align all learning pathways with GoTeam's Career Journey Framework and promotion readiness criteria.

Learning Delivery, Experience Enablement & LMS Optimization

• Oversee (GoTeam's proprietary LMS) and LinkedIn Learning integration, ensuring seamless, scalable, and measurable learning delivery.
• Implement blended learning experiences including microlearning, video modules, mobile-friendly learning, SOP-aligned content, and structured onboarding tracks.

Creation & Governance of the GoTeam Learning & Development Library

• Establish a comprehensive L&D Library as the central hub for all learning materials.
• Curate, organize, and maintain an accessible repository of:
• training decks
• video tutorials
• simulation templates
• SOP learning guides
• competency frameworks
• LinkedIn Learning course pathways
• manager/coach toolkits
• Ensure the library is accessible, searchable, up-to-date, and aligned with GoTeam's learning standards.
• Implement governance rules for content creation, quality control, versioning, and periodic refresh.
• Promote the L&D Library as the go-to resource for all employees, driving a culture of self-directed learning.

Data-Driven L&D Governance

• Set and track learning success metrics such as application rate, performance uplift, learning retention, and quality improvements.
• Use LMS and performance data to refine programs and guide strategic decisions.
• Deliver quarterly L&D performance reports and capability insights to senior leadership.

Stakeholder Partnership & Cross-Functional Collaboration

• Partner with department heads to build function-specific learning roadmaps.
• Ensure learning solutions directly support business priorities, client expectations, and operational realities.
• Integrate learning into daily performance cycles and coaching loops.

People Leadership & Resource Management

• Lead, develop, and mentor a high-performing L&D team (trainers, instructional designers, content developers, program managers).
• Manage the L&D budget and resources to maximize learning impact and organizational ROI.

Innovation & Future-Readiness

• Stay updated on learning science, adult learning theory, digital learning technology, and global L&D best practices.
• Introduce cutting-edge learning methods including AI-driven coaching, adaptive learning, peer learning networks, and immersive training simulations.

Qualifications

• Master's degree in Education, Organizational Development, HR, Psychology, or a related field (or equivalent experience).
• 7+ years of progressive L&D experience, including at least 3 years in a strategic leadership role.
• Proven success designing practical, simulation-based, performance-focused learning solutions.
• Strong analytical capability with experience using data to measure and improve learning outcomes.
• Excellent communication, facilitation, and stakeholder management skills.
• Advanced proficiency with LMS platforms and instructional design tools.

Desired Attributes

• Innovative thinker who transforms insights into practical, high-value learning solutions.
• Strong collaborator capable of influencing stakeholders across all levels.
• Highly organized with exceptional prioritization and project management skills.
• Committed to inclusive learning practices and supporting diverse learning needs.
• Detail-oriented, self-driven, and thrives in a fast-paced, evolving environment.

Work Set-up

Office