Learning & Development Manager
Conduct organization-wide learning needs assessments using performance data, skill-gap analysis, and stakeholder inputs.
Design and maintain role-based and level-based learning frameworks aligned with business priorities.
Translate organizational goals into short-term and long-term learning roadmaps.
Research, design, and deploy high-impact training programs using blended learning methodologies (classroom, digital, experiential, and on-the-job learning).
Customize learning interventions for departments, teams, and individuals based on identified performance and capability gaps.
Ensure training programs are outcome-driven, measurable, and aligned with adult learning principles.
Design and continuously improve structured onboarding journeys to accelerate new hire productivity and cultural integration.
Partner with department leaders to ensure role readiness milestones are clearly defined and tracked.
Collaborate with managers and employees to create Individual Development Plans (IDPs) aligned with career aspirations and organizational needs.
Support leadership and managerial capability development initiatives.
Enable performance improvement through targeted interventions such as coaching, OJT, and focused skill-building programs.
Design and execute employee engagement initiatives, learning events, and capability-building forums.
Lead employee recognition and appreciation programs to reinforce desired behaviors and improve retention.
Partner with department heads, leadership teams, and HR to ensure alignment between learning initiatives and business requirements.
Act as a strategic advisor to leaders on people development, capability gaps, and readiness risks.
Own and manage the Learning Management System (LMS), ensuring accessibility, adoption, and operational efficiency.
Track learning participation, completion, and effectiveness through dashboards and reports.
Plan and manage the learning and development budget with a focus on cost efficiency and ROI.
Evaluate and manage external training partners, facilitators, and vendors as required.
Establish feedback mechanisms and evaluation frameworks to measure training effectiveness.
Analyze learning data and employee feedback to refine programs continuously and strategies.
Requirements
Bachelor’s or Master’s degree in Human Resources, Learning & Development, Organizational Psychology, or a related field.
Proven 2 year experience in learning design, training delivery, and capability development.
Strong stakeholder management, facilitation, and project management skills.
Hands-on experience with learning technologies, LMS platforms, and digital learning tools.
Ability to link learning initiatives to performance metrics and business outcomes.