Learning And Development Specialist

Role Overview

The Learning Specialist will drive enterprise-wide capability building and organizational development initiatives. This role focuses on designing and delivering behavioral, leadership, and professional development programs that enhance workforce effectiveness, leadership pipelines, and organizational culture.

The role owns the end-to-end learning lifecycle, including needs analysis, instructional design, facilitation, and impact measurement, while partnering with business leaders to align learning interventions with organizational goals.

Key Responsibilities

1. Capability Building & Learning Needs Analysis

• Conduct Training Needs Identification (TNI/TNA) based on competency frameworks, performance reviews, and business priorities.
• Identify capability gaps across levels (individual contributors, managers, and leaders).
• Build annual/quarterly capability-building roadmaps aligned to organizational goals.

2. Organizational Development & Learning Programs

• Design and deliver OD-focused interventions such as:

• Leadership development programs

• First-time manager effectiveness programs

• Behavioral and soft skills training (communication, collaboration, problem-solving)

• Employee engagement and culture-building initiatives

• Support organizational initiatives like change management, succession planning, and talent development frameworks.

3. Instructional Design & Content Development

• Develop structured learning journeys using frameworks like ADDIE, 70:20:10 and adult learning principles.

• Create learning content across formats:

• Instructor-Led Training (ILT)

• Virtual sessions (VILT)

• E-learning modules and microlearning

• Workshops, case studies, and simulations

• Maintain and update competency-based learning content libraries and knowledge assets. [JD Trainin...oordinator | Word]

4. Training Facilitation & Delivery Excellence

• Facilitate engaging learning sessions across levels using experiential techniques.
• Drive interactive, learner-centric delivery approaches (role plays, activities, discussions).
• Ensure consistent learner engagement and high-quality delivery standards.

5. Learning Operations & LMS Governance

• Manage LMS activities:

• Program creation and learner enrollment

• Learning path management

• Completion tracking and reporting

• Ensure seamless execution of training logistics and learning journeys.

6. Assessment & Learning Effectiveness

• Design and administer:

• Pre- and post-assessments

• Behavioral assessments and feedback tools

• Measure effectiveness across:

• Level 1 (participant feedback)

• Level 2 (learning outcomes)

• Level 3 (behavioral application on the job)

• Analyze outcomes and generate insights for continuous improvement.

7. Stakeholder Partnership

• Partner with HRBPs, business leaders, and functional heads to align learning with talent priorities.
• Act as a learning consultant, recommending solutions for capability enhancement.
• Communicate program outcomes, insights, and improvement plans to stakeholders.

8. Continuous Improvement & Innovation

• Continuously refine programs based on feedback, data, and best practices. [JD Trainin...oordinator | Word]

• Introduce modern learning methodologies:

• Microlearning

• Gamification

• Digital learning interventions

• Benchmark L&D practices to enhance organizational learning maturity.