Learning and Development Manager

The Learning and Development Manager will be responsible for identifying organizational and employee development needs, developing learning strategies and programs, overseeing training delivery, measuring learning effectiveness, and partnering with business leaders to build a strong learning culture.

Key Responsibilities:

Learning & Development Strategy

• Develop and implement the organization's Learning & Development strategy and roadmap aligned with business objectives and workforce priorities.
• Translate organizational goals and operational requirements into relevant learning and capability-building initiatives.
• Establish annual L&D plans, priorities, programs, and budgets.
• Develop learning strategies that support both current operational requirements and future talent needs.

Training Needs Analysis & Organizational Development

• Lead regular Training Needs Analysis (TNA) across departments, functions, and employee levels.
• Assess organizational, functional, and individual capability gaps and recommend appropriate learning interventions.
• Work closely with Operations, HR, and business leaders to understand performance challenges and determine whether training is the appropriate intervention.
• Identify critical skills and competencies required for different roles and career levels.

Learning Program Design & Development

• Oversee the development and implementation of learning programs for frontline employees, supervisors, managers, and senior leaders.
• Ensure learning programs are practical, engaging, and relevant to the organization's operational environment.
• Oversee the development of training modules, facilitator guides, presentations, assessments, e-learning content, and other learning resources.
• Establish standardized learning programs and materials across branches or locations while allowing appropriate flexibility for operational requirements.

Multi-Site & Operations Training

• Lead the implementation of learning programs across multiple branches, stores, restaurants, hotels, outlets, or operational locations.
• Establish consistent training standards and learning experiences across different locations.
• Partner with Operations leaders to ensure training schedules and delivery methods are practical and aligned with business operations.
• Ensure new branches, stores, or locations have appropriate onboarding and capability-building programs in place.

Leadership & Management Development

• Design and implement leadership and management development programs for supervisors, managers, and emerging leaders.
• Develop programs that strengthen people management, coaching, performance management, communication, decision-making, and leadership capabilities.
• Support succession planning and talent development initiatives through structured learning pathways.
• Develop leadership pipelines for critical operational and corporate roles.

Learning Management & Technology

• Oversee the effective utilization of the organization's Learning Management System (LMS) and other learning platforms.
• Develop digital learning solutions to complement classroom and on-the-job training.
• Monitor employee learning completion, participation, and compliance through appropriate systems and reports.
• Explore and implement learning technologies that improve accessibility, scalability, and employee engagement.

Training Effectiveness & Analytics

• Establish appropriate L&D metrics and KPIs to evaluate program effectiveness and business impact.
• Monitor training participation, completion, satisfaction, assessment results, and other relevant learning metrics.
• Evaluate whether learning initiatives are translating into improved employee capability and workplace performance.
• Prepare regular L&D reports, dashboards, and management presentations.

Qualifications:

• Bachelor's degree in Human Resources, Psychology, Education, Organizational Development, Business Administration, or a related field.
• 8-10 years of progressive experience in Learning & Development, Training, Talent Development, Organizational Development, or a related HR function.
• At least 3-4 years of experience in a managerial or leadership capacity.
• Strong experience in developing and implementing end-to-end L&D strategies and programs.
• Demonstrated experience in Training Needs Analysis, learning program design, training facilitation, and training effectiveness evaluation.
• Experience managing learning programs across multiple locations, branches, stores, outlets, or operational sites is highly preferred.
• Strong experience in leadership and management development programs.
• Experience managing and developing an L&D or training team.

Ability to commute/relocate:

• Mandaluyong: Reliably commute or planning to relocate before starting work (Preferred)

Application Question(s):

• How many years of experience do you have in Learning & Development, Training, or Organizational Development?
• What employee levels have you provided training or development programs for?
• Have you managed L&D programs across multiple branches, stores, outlets, or other locations?
• What types of L&D programs have you managed?
• Have you managed or led an L&D/Training team? If yes, how many direct reports did you have?
• What is your current and expected salary?

Work Location: In person