Learning & Development Manager

The Learning & Development Manager is responsible for leading the organization's learning and capability-building strategy to support business growth, workforce readiness, and employee development. The role oversees the design, implementation, and evaluation of learning programs, leadership development initiatives, competency frameworks, and talent development strategies that enhance organizational performance.

Working closely with business leaders and HR stakeholders, the Learning & Development Manager serves as a strategic partner in identifying capability gaps, developing future talent pipelines, and fostering a culture of continuous learning across the organization.

Key Responsibilities:

Learning Strategy & Capability Development

• Develop and implement the organization's learning and development strategy aligned with business objectives.
• Lead enterprise-wide capability-building initiatives to strengthen workforce competencies and organizational effectiveness.
• Establish annual learning plans, budgets, and capability development roadmaps.
• Partner with business leaders to identify current and future skill requirements.

Learning Needs Analysis & Business Partnership

• Collaborate with department heads and functional leaders to assess workforce capability needs.
• Conduct organizational and departmental training needs analyses.
• Recommend learning interventions that address performance gaps and support business priorities.
• Serve as a trusted advisor on learning and talent development matters.

Learning Program Design & Implementation

• Oversee the design, development, and delivery of technical, functional, leadership, compliance, and behavioral learning programs.
• Ensure learning content aligns with competency frameworks and organizational standards.
• Drive the adoption of blended learning approaches, including classroom, virtual, e-learning, and microlearning solutions.
• Evaluate and continuously improve learning offerings to maximize effectiveness and engagement.

Leadership Development & Talent Management

• Lead leadership development initiatives for emerging leaders, managers, and senior leaders.
• Support succession planning and talent review processes in partnership with HR and business leaders.
• Develop programs for high-potential employees and critical talent pools.
• Contribute to career development and internal mobility initiatives.

Learning Operations & Governance

• Oversee learning operations, including training calendars, learning management systems (LMS), training records, and vendor management.
• Manage relationships with external training providers, consultants, and educational institutions.
• Ensure compliance with regulatory, technical, and mandatory training requirements.
• Monitor learning budgets and ensure cost-effective delivery of programs.

Learning Analytics & Continuous Improvement

• Establish and track learning KPIs and success metrics.
• Measure training effectiveness through assessments, participant feedback, performance indicators, and business outcomes.
• Analyze learning data and provide recommendations to improve learning impact.
• Prepare regular reports and presentations for leadership teams.

Team Leadership

• Lead, coach, and develop Learning & Development team members.
• Foster a culture of innovation, collaboration, and continuous improvement within the L&D function.
• Allocate resources and prioritize initiatives to meet organizational needs.

Qualifications:

• Bachelor's Degree in Human Resources, Psychology, Organizational Development, Education, Business Administration, or related field.
• Minimum of 5-8 years of progressive experience in Learning & Development, Talent Development, Organizational Development, or Human Resources.
• At least 2-3 years of leadership or people management experience.
• Proven experience developing and implementing enterprise-wide learning and capability-building programs.
• Strong background in leadership development, succession planning, and competency-based development.
• Experience conducting organizational training needs analysis and learning strategy development.
• Familiarity with Learning Management Systems (LMS), digital learning platforms, and learning analytics.
• Strong stakeholder management, facilitation, presentation, and consulting skills.
• Experience in telecommunications, technology, BPO, shared services, manufacturing, or large corporate environments is preferred.