Manager, Learning & Development

Lead the development and implementation of the Group’s Learning & Development strategy to drive organizational performance and build future-ready workforce capabilities.

Key Responsibilities:

1. L&D Strategy Development and Implementation

• Design and execute a comprehensive L&D strategy aligned with business objectives, focusing on technical, leadership, and functional development.
• Collaborate with the Head of Group HR and senior leaders to identify current and future learning needs across all subsidiaries.
• Develop a Group-level training framework that standardizes learning initiatives while allowing customization for specific subsidiary needs.
• Identify core training as pre-requisite training as a qualifying criterion for promotion & update purposes.

2. Program Development and Delivery

• Oversee the design, delivery, implementation and evaluation of training programs, workshops, and e-learning modules.
• Partner with subject matter experts (SMEs) to ensure technical training programs meet industry and organizational standards.
• Lead the development of leadership pipelines through initiatives such as mentorship programs, executive coaching, and succession planning workshops.

3. Leadership and Team Development

• Provide guidance and support to direct reports and L&D representatives in subsidiaries to ensure consistent execution of L&D initiatives.
• Build and sustain a high-performing L&D team by mentoring and developing direct and indirect reports.
• Coordinate group-wide leadership development initiatives to build managerial capabilities at all levels.

4. Collaboration with Business Units, R&P and HRBPs

• Work closely with HR Business Partners to address specific learning needs within subsidiaries.
• Partner with the R&D division to design programs for innovation-driven skill development.
• Act as the main liaison between subsidiaries and Group HR to ensure alignment in L&D priorities.
• Assist in providing performance management & performance goals setting training for all levels of staff.

5. Monitoring and Reporting

• Develop metrics and tools to evaluate the effectiveness and ROI of L&D programs.
• Regularly assess training outcomes and employee development to identify gaps and areas for improvement.
• Prepare and present reports on L&D activities, program success, and workforce skill readiness to senior leadership.

6. Talent Management Support

• Contribute to talent identification and assessment processes, ensuring alignment with development initiatives.
• Support succession planning by identifying high-potential employees and creating individualized development plans.
• Collaborate with the Group HR Centre of Excellence (CoE) to integrate L&D with broader talent management strategies.

7. Change Management and Culture Building

• Lead initiatives that foster a learning culture and support organizational change.
• Champion diversity, equity, and inclusion in all L&D initiatives to promote an inclusive workplace.
• Introduce innovative learning methods and technologies to enhance engagement and accessibility.

8. Budget Management

• Manage the L&D budget effectively, ensuring cost-efficient delivery of programs without compromising quality.
• Source and manage relationships with external vendors and consultants as required.

Key Competencies:

• Strategic Thinking: Ability to align L&D strategies with business objectives and workforce needs.
• Leadership: Strong capability to inspire, develop, and manage a diverse L&D team.
• Collaboration: Proficiency in building relationships across subsidiaries ad functions.
• Communication: Exceptional interpersonal skills to engage stakeholders and deliver impactful presentations.
• Analytical Skills: Competence in measuring program effectiveness and using data to inform decision-making.
• Innovation: Capacity to introduce and integrate new learning technologies and methods.

Qualifications:

• Bachelor’s degree in Human Resources, Education, Organizational Development, or related field (Master’s degree preferred).
• At least 8-10 years of experience in Learning & Development, with at least 3 years in a leadership role.
• Experience in the manufacturing industry, preferably in the auto parts or R&D sector.
• Knowledge of adult learning principles, instructional design, and modern L&D technologies.
• Certifications in learning and development (e.g., CPLP, CPTD, or equivalents) are an advantage.