Overview
The Learning & Development (L&D) Manager is responsible for driving enterprise-wide learning, capability development, and leadership growth initiatives aligned with organizational and business priorities. The role focuses on strengthening workforce capability through strategic learning programs, leadership development, competency-building initiatives, and employee growth interventions that support organizational effectiveness and long-term business sustainability.
The position partners closely with business leaders, HR stakeholders, and functional teams to identify capability gaps, design scalable development solutions, and foster a continuous learning culture across the organization.
Key Responsibilities
Learning Strategy & Capability Development
- Develop and implement enterprise-wide learning and capability development strategies aligned with business priorities
- Conduct training needs analysis and capability assessments across business units and functions
- Identify organizational capability gaps and recommend scalable learning interventions and development solutions
- Drive initiatives that strengthen technical, functional, behavioral, and leadership competencies
Leadership Development & Talent Growth
- Lead leadership development programs focused on managerial capability, succession readiness, and employee growth
- Support high-potential development initiatives, career development programs, and internal capability-building efforts
- Partner with HR and business leaders to strengthen leadership pipelines and workforce readiness
- Facilitate or oversee workshops, leadership sessions, and development interventions where necessary
Learning Program Design & Delivery
- Oversee the design, implementation, and continuous improvement of learning programs, curricula, and development initiatives
- Ensure learning programs are aligned with organizational goals, competency frameworks, and workforce requirements
- Evaluate effectiveness of training programs and recommend improvements based on business impact and learner feedback
- Drive innovative and engaging learning approaches, including digital and blended learning solutions
Organizational Learning & Culture
- Promote a culture of continuous learning, knowledge sharing, and employee development
- Support initiatives that strengthen employee engagement through growth and development opportunities
- Collaborate with stakeholders to embed learning and development into organizational practices and culture
- Encourage learning ownership and professional development across all levels of the organization
Learning Governance & Frameworks
- Establish and maintain learning frameworks, policies, and development standards aligned with organizational objectives
- Ensure consistency and governance in learning and capability development practices across business units
- Support the development of competency models, learning pathways, and capability frameworks
- Manage vendor relationships, learning partners, and external training providers where applicable
Stakeholder Partnership
- Partner with business leaders, HRBPs, and stakeholders to align learning initiatives with operational and strategic priorities
- Provide recommendations and insights on workforce capability and development strategies
- Facilitate alignment discussions related to learning priorities and organizational capability requirements
- Act as a strategic partner in supporting workforce and leadership development initiatives
Learning Analytics & Insights
- Monitor and analyze learning effectiveness, participation, capability improvement, and development outcomes
- Utilize workforce and learning data to identify trends, capability risks, and improvement opportunities
- Prepare reports and insights related to learning impact, leadership readiness, and workforce capability
- Drive data-informed recommendations for continuous improvement of L&D initiatives
Qualifications
- Bachelor’s degree in Human Resources, Psychology, Education, Business Management, Organizational Development, or related field
- At least 8–15 years of experience in Learning & Development, Talent Development, Organizational Development, or related HR functions
- Strong experience in leadership development, learning strategy, capability building, and training program management
- Exposure to succession planning, competency frameworks, and workforce capability initiatives is an advantage
- Strong facilitation, stakeholder management, and communication skills
- Analytical and strategic mindset with experience in learning effectiveness and workforce capability assessment
Work Setup
- Must be willing to work 100% onsite in BGC.
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