Learning and Organization Assistant Manager

The Learning & Organizational Development (L&OD) Assistant Manager is responsible for facilitating the design and delivery of organizational development and change management activities for corporate to ensure that the organization works efficiently and effectively and assisting counterparts from business units in various organizational development areas, when necessary.

Responsible for the continuous improvement of organizational development framework and processes according to business needs and best practices and for the research and presentation of relevant data and trends for management team and key stakeholders.

Key Responsibilities

1. Learning Strategy & Program Operations

• Responsible for facilitating the review and update of the organizational structure and developing and cascading of learning materials and templates, providing advice and support on organizational plans and reviews involving organization and job design for corporate departments.
• Develops organizational design principles and ensures availability of learning session materials, organizational chart templates, and relevant worksheets and cascades them to corporate departments and human resources counterparts for other business units.
• Reviews organizational and manpower changes of corporate departments, providing guidance to department heads in reviewing organization structures and assisting in the changes to be implemented.
• Sends timely reminders to the department heads in line with the organizational review schedules and ensures they submit the updated organizational structures.

2. Organizational Development & Talent Management

• Initiates job analysis in the organization during specified situations or review periods, updating learning materials and templates and cascading information to employees.
• Develops the non-technical and technical competency profiles and updates them during specified review periods, assisting business unit heads, department heads and managers in the development of new competency profiles, as needed.
• Develops learning materials on competencies and maintains competency masterlist, for the reference of corporate and all business units.
• Creates updated templates for competency profiles, especially the assessment tool, as needed, and cascades and monitors their use.

3. Performance Management

• Responsible for designing, implementing, monitoring, and evaluating the performance management system (PMS) for corporate, ensuring its effectivity in building a high-performing orgnanization, while also providing guidance to all business units in aligning their own performance management process.
• Develops learning materials, collaterals, and videos to help strengthen employees' skills required to effectively drive performance management and to ensure they are able to carry performance management activities.
• Assists in employees in activities relating to performance management during onboarding period.

Qualifications & Requirements

• Education: Bachelor’s degree in Human Resources, Psychology, Business Administration, Organizational Development, or a related field.

• Experience: 5+ years of total experience in L&OD, Talent Management, or HR Development, with at least 1–2 years in a senior specialist, supervisory, or assistant management capacity.

• Technical Skills:

  • Proven experience in designing and executing end-to-end performance management systems (KPIs, OKRs, 360-degree feedback).
  • Hands-on proficiency with Learning Management Systems (LMS) and e-learning platforms.
  • Strong mastery of MS Office (Excel, PowerPoint, Word) and HR analytics/reporting tools.

• Certifications (Advantage): COSH/OSHC, Lean Six Sigma, or professional HR certifications (e.g., CPLP, SHRM, CIPD).

Core Competencies & Leadership Traits

• Facilitation & Public Speaking: High level of confidence in delivering interactive training, presenting to executive stakeholders, and facilitating large-group workshops.
• Strategic & Analytical Thinking: Ability to translate performance data into actionable talent strategies and learning solutions.
• Stakeholder Management: Skilled at influencing cross-functional leaders and managing relationships across all levels of the organization.
• Project & Change Management: Strong organization skills with a proven track record of managing multi-phased HR projects under tight deadlines.