Manager Learning and Organization Development

The Manager L&OD (Learning and Organization Development) will be responsible for driving the learning and development strategy within the organization. This includes identifying training needs, designing and delivering engaging learning programs, and ensuring that all training initiatives align with business objectives. The role will involve working closely with leaders and employees at all levels to ensure that learning programs are impactful and support employee development and engagement.

Key Responsibilities:

• Conduct Training Needs Assessments: Collaborate with department heads, managers, and subject matter experts to assess skills gaps and identify training needs at all levels of the organization.
• Design and Develop Learning Programs: Develop, deliver, and evaluate a range of programs across leadership development, compliance, onboarding, soft skills, and technical skills.
• Create & Curate Training Materials: Develop engaging and relevant training materials and content, ensuring they align with organizational goals and employee needs.
• Facilitate In-Person and Virtual Sessions: Lead high-quality, engaging training sessions for employees at different levels, ensuring maximum participation and practical application.
• Collaborate with External Vendors: Identify, evaluate, and manage external training providers and consultants for specialized training needs.
• Drive E-Learning Initiatives: Oversee the companys e-learning platform and ensure accessibility, engagement, and integration with other L&D programs.
• In-House Training Programs: Design and deliver in-house training programs, including creating brochures, materials, and other resources to enhance the training experience.
• Assessment Centres Management: Manage the execution of assessment centers for leadership and managerial development, ensuring fair evaluation processes and detailed feedback.
• E-Learning and Digital Initiatives: Drive and monitor e-learning programs and digital learning tools, ensuring they are well-implemented and effectively utilized across the organization.
• Manage Learning Systems: Utilize Learning Management Systems (LMS) and other e-learning tools to track progress, deliver content, and evaluate results.
• Lead Talent Development Programs: Design and implement career progression programs, mentoring, coaching, and succession planning initiatives.
• Employee Feedback & Surveys: Regularly assess employee satisfaction and effectiveness of L&D programs through feedback surveys, focus groups, and one-on-one interactions.
• Engage Employees with Team-Building Activities: Plan and organize team bonding events and engagement initiatives to foster collaboration and enhance employee morale.
• Evaluate Training Impact: Assess the effectiveness of all training programs using tools like Kirkpatrick’s Evaluation Model, track progress and suggest improvements where necessary.
• Report on L&D Performance: Regularly report training outcomes and progress on KPIs to senior leadership. Monitor and analyze training results and suggest improvements to training programs.
• Manage L&D Budget: Design, manage, and track the L&D budget to ensure cost-effectiveness and resource optimization.
• Coordinate with HR Teams: Collaborate with HR teams across various locations to ensure the consistent execution of L&D programs.
• Support Company-Wide Initiatives: Support organizational-wide initiatives, such as onboarding, rewards & recognition, employee engagement, and performance management.

Key Skills & Competencies:

• Instructional Design: Strong understanding of adult learning principles, instructional design, and content development.
• Facilitation & Presentation Skills: Ability to deliver impactful training programs in both in-person and virtual environments.
• Stakeholder Management: Ability to collaborate with stakeholders across the organization and external vendors to design and deliver relevant training solutions.
• Analytical Thinking: Proficient in assessing training effectiveness and making data-driven decisions to enhance programs.
• Technologically Savvy: Familiarity with Learning Management Systems (LMS), e-learning platforms, and digital learning tools.
• Project Management: Ability to manage multiple projects and deadlines effectively.
• Communication: Excellent written and verbal communication skills to effectively convey training content and ideas.
• Creativity & Innovation: A creative approach to developing engaging and innovative training solutions.

Academic Qualifications & Experience:

• Education:
• Must be a graduate in Human Resources, Business Administration, Psychology, or a related field. Master’s degree or certifications in L&D (e.g., CPLP) are a plus.
• Experience:
• Overall Experience: Minimum of 10+ years in a relevant HR or Learning & Development role, ideally within a BPO or services industry.
• Training Delivery: Minimum of 5+ years of experience in delivering both classroom and virtual training programs.
• Demonstrated experience in designing leadership development programs, managing competency frameworks, and executing training initiatives.

Personal Attributes:

• Strong leadership skills with the ability to motivate and develop teams.
• Proactive, results-oriented, and capable of managing time effectively to meet deadlines.
• Ability to work independently and as part of a team.

Adaptable and willing to take on new challenges and projects as they arise.