Learning & Development Manager

(ROLE PURPOSE)

• Lead the Group's Learning & Development strategy across multiple offices.
• Build organisational, leadership and workforce capabilities aligned with current and future business needs.
• Establish consistent L&D frameworks, governance, systems and development pathways across the organisation.
• Partner HR and business leaders to identify capability gaps and translate them into practical development solutions.

(JOB DESCRIPTION)

L&D STRATEGY & CAPABILITY

• Develop and drive the Group's L&D strategy, policies and governance framework.
• Lead organisation-wide Training Needs Analysis (TNA) and annual learning priorities.
• Design and strengthen competency frameworks, proficiency standards and career pathways.
• Build leadership and talent development programmes supporting succession and future capability needs.
• Partner HRBPs and business leaders on capability gaps, development priorities and learning solutions.

LEARNING PROGRAMMES & OPERATIONS

• Oversee corporate learning programmes including induction, internships and scholarships.
• Manage mandatory training, certifications, refresher requirements and training records.
• Drive effective use and continuous improvement of the Learning Management System (LMS).
• Leverage internal subject-matter experts to build sustainable in-house learning capabilities.
• Manage external training providers, educational institutions and learning partners.

PERFORMANCE, GOVERNANCE & BUDGET

• Establish L&D metrics, dashboards and reporting to measure effectiveness and support decision-making.
• Manage L&D budgets, training expenditure and applicable training grants.
• Ensure learning activities meet organisational, industry, compliance and audit requirements.
• Continuously improve L&D processes, controls and service-delivery standards.

TEAM LEADERSHIP

• Lead, coach and develop the L&D Executive / Senior Executive.
• Set priorities, oversee deliverables and strengthen team capability.
• Support broader HR and organisational projects as required.

(CANDIDATE PROFILE)

• Degree/Diploma in HR, Learning & Development, Organisational Development, Business Administration or related discipline.
• 8 - 10 years progressive HR experience, with strong exposure to L&D, talent development or organisational capability.
• Proven experience designing and implementing L&D frameworks, programmes and competency models.
• Strong knowledge of TNA, adult learning, programme design, facilitation and learning evaluation.
• Good understanding of leadership development, talent development and succession planning.
• Experience working across multiple functions, locations and/or multicultural environments.
• Strong stakeholder management, communication and influencing skills.
• Comfortable balancing strategic L&D leadership with hands-on execution.
• Strong analytical, reporting and digital/HR systems capability.
• Experience with Workday HCM and/or Workday Learning would be advantageous.

(WHAT WE ARE LOOKING FOR)

• Strategic thinker who can also execute and deliver.
• Strong business partner able to work effectively with senior leaders and HRBPs.
• Structured, analytical and commercially practical.
• Passionate about building capability - not simply organising training programmes.