L&D Specialist / Manager

About us

MetaComp is a high-growth digital payments and financial technology company headquartered in Singapore. We build payment and financial infrastructure solutions across digital payments, cross-border payments, digital assets, FX, card services, embedded finance and related financial services.

As we continue to scale our teams across Singapore and regional markets, we are looking for a hands-on Learning & Development (L&D) Specialist / Manager to build and strengthen our employee learning and capability development framework.

About the Role

The L&D Specialist / Manager will be responsible for designing, implementing and continuously improving learning programmes that support business growth and employee development.

You will partner closely with HR, HRBPs, business leaders and functional heads to identify capability gaps and translate business needs into practical learning solutions.

This role is ideal for someone who is commercially minded, data-driven and highly execution-oriented, with the ability to build L&D programmes in a fast-growing organisation rather than simply administer training activities.

Key Responsibilities

1. Learning Needs Analysis

• Partner with business leaders and HRBPs to identify organisational and functional capability gaps.
• Conduct Training Needs Analysis (TNA) through employee feedback, performance data, manager input and business requirements.
• Translate identified capability gaps into structured learning plans and development programmes.
• Develop annual and quarterly L&D priorities aligned with business and people strategy.
• Identify critical skills required to support MetaComp's growth and regional expansion.

2. Learning Programme Design & Delivery

• Design and implement learning programmes across different employee levels and functions.
• Develop structured learning journeys covering onboarding, functional skills, professional skills, leadership and management capabilities.
• Coordinate internal and external trainers, consultants and learning vendors.
• Develop training materials, facilitator guides, learning resources and post-training materials.
• Facilitate selected workshops and training sessions where appropriate.
• Explore blended learning approaches including workshops, e-learning, coaching, knowledge sharing and on-the-job learning.

3. Leadership & Management Development

• Develop programmes to strengthen people management and leadership capabilities.
• Support new manager and first-time manager development programmes.
• Design learning interventions around communication, feedback, coaching, performance management, conflict management and team leadership.
• Partner with senior leaders to identify and develop high-potential employees.
• Support succession planning and future leadership pipeline initiatives.

4. Employee Onboarding & Continuous Learning

• Develop and continuously improve the company's onboarding and new-joiner learning experience.
• Build structured onboarding programmes covering company culture, values, products, business operations and relevant policies.
• Partner with functional teams to develop role-specific onboarding and training programmes.
• Establish continuous learning initiatives to encourage employees to develop new skills.
• Build internal knowledge-sharing initiatives such as workshops, fireside chats, lunch-and-learn sessions and functional sharing.

5. Functional & Business Capability Development

• Work with functional leaders to develop capability-building programmes for key functions including Product, Technology, Compliance, Operations, Sales, Finance and other business teams.
• Support technical and functional training programmes based on business requirements.
• Coordinate mandatory and regulatory-related training together with relevant HR, Compliance and business stakeholders.
• Establish competency frameworks and learning paths for selected critical functions.

6. Performance & Career Development

• Partner with HR and HRBPs to connect learning initiatives with performance management and career development.
• Support the development of Individual Development Plans (IDPs).
• Develop career development resources and learning pathways for employees.
• Use performance review insights to identify organisation-wide development priorities.
• Support talent development initiatives for high-potential and critical talent.

7. Learning Technology & Content

• Manage and optimise the company's learning management system (LMS) or relevant learning platforms.
• Develop and maintain a centralised library of training materials and learning resources.
• Evaluate external learning platforms, courses and content providers.
• Leverage technology and AI tools to improve learning accessibility, content development and personalisation.
• Explore digital and self-directed learning solutions to support a scalable learning culture.

8. L&D Analytics & Effectiveness

• Establish L&D KPIs and track programme effectiveness.
• Monitor training participation, completion, learner satisfaction and capability outcomes.
• Evaluate learning effectiveness through assessments, feedback, behavioural changes and business outcomes.
• Prepare regular L&D reports and management updates.
• Use data and employee feedback to continuously improve learning programmes.
• Track L&D budget utilisation and ROI.

9. Culture & Employee Development

• Support initiatives that reinforce MetaComp's values and desired behaviours.
• Develop learning interventions around company culture, teamwork, communication, leadership and professional conduct.
• Partner with HR to strengthen a culture of continuous learning and knowledge sharing.
• Support employee engagement initiatives that contribute to employee growth and development.

10. L&D Projects & Continuous Improvement

• Lead or support regional and organisation-wide HR/L&D projects.
• Benchmark L&D practices against leading technology, fintech and financial services companies.
• Identify opportunities to improve learning processes through technology, automation and data.
• Continuously enhance MetaComp's overall employee development framework.

Requirements

• Bachelor's degree in Human Resources, Business, Psychology, Education or a related discipline.
• 3–7 years of relevant Learning & Development, Talent Development or HR experience, preferably within a technology, fintech, financial services or high-growth environment.
• Strong experience in designing and implementing learning programmes.
• Experience conducting Training Needs Analysis and translating business requirements into learning solutions.
• Experience working with business leaders and functional stakeholders.
• Strong project management and programme execution skills.
• Excellent communication, presentation and facilitation skills.
• Strong analytical and problem-solving capabilities.
• Comfortable working in a fast-paced and evolving environment.
• Highly organised, proactive and able to manage multiple projects simultaneously.
• Strong stakeholder management and collaboration skills.
• Experience with LMS or digital learning platforms is preferred.

Preferred Qualifications

• Experience building L&D frameworks from the ground up in a growing organisation.
• Experience with leadership development, talent management or competency frameworks.
• Experience supporting regional or multinational teams.
• Experience in fintech, payments, digital assets, technology or financial services.
• Familiarity with AI-enabled learning tools and modern L&D technologies.
• Professional certification in L&D, HR or talent development is a plus.

Key Success Metrics

• Training programme participation and completion rates.
• Employee learning satisfaction and engagement.
• Improvement in identified capability gaps.
• Manager and business stakeholder satisfaction.
• Effectiveness of onboarding and new-joiner programmes.
• Leadership and management programme effectiveness.
• Learning programme ROI and cost efficiency.
• Adoption of learning platforms and self-directed learning.
• Development and retention of critical and high-potential talent.

We are committed to creating an inclusive workplace where every individual feels respected, valued, and empowered to contribute. We celebrate diversity in all its forms—background, ethnicity, gender, identity, orientation, experience, and thought—and believe it strengthens our culture and our work. We are proud to be an equal opportunity employer and do not discriminate