Learning & Organizational Development Manager

Job Overview And Responsibility

1. Learning and Development Strategy: • Develop and implement a comprehensive L&D strategy aligned with business goals and workforce needs. • Lead internal and external training programs to promote skill development and support organizational growth. • Utilize Learning Systems/ E-learning platform to provide scalable and impactful training solutions. 2. Operations Partnerships: • Provide oversight of Operations Training processes to ensure consistency, compliance, and alignment with company-wide goals. • Conduct regular audits of training materials and delivery methods across all locations to maintain high standards. • Collaborate with Operations to identify training gaps, implement corrective actions, and improve program effectiveness. • Partner with Operations to standardize onboarding and leadership training programs, ensuring alignment with brand and business objectives. 3. University and Institutional Partnerships: • Serve as the key contact with universities, colleges, vocational schools, and training centers to establish a sustainable talent pipeline. • Create and manage internships, apprenticeships, and employer branding programs to attract and prepare future talent. • Collaborate with external institutions to deliver tailored certification and skill-building programs for critical roles. 4. Leadership and Talent Development: • Develop leadership programs to build a strong pipeline of future leaders and ensure talent readiness for key positions. • Drive succession planning in partnership with HRBPs to address current and future business needs. • Lead mentorship and coaching programs to foster leadership capabilities and professional growth. 5. Employee Engagement and Learning Culture: • Foster a culture of continuous learning and development that promotes collaboration, innovation, and career growth. • Implement strategies to enhance employee engagement and align learning programs with organizational values and goals. • Collaborate with HRBPs to address feedback from surveys and focus groups, creating actionable development plans. 6. Program Design and Delivery: • Design interactive training workshops for technical and soft skills, customized to business unit needs. • Source and collaborate with external training providers for specialized development requirements. • Continuously refine training content based on participant feedback and program outcomes. 7. Metrics and Reporting: • Monitor and evaluate the success of training initiatives using KPIs such as productivity, engagement, and program ROI. • Present regular reports to senior leadership on program performance and alignment with business objectives.