L&D Manager
Job Title: Learning & Development (L&D) Manager
Department: Human Resources / Organizational Development
Reports To: Head of HR / Chief People Officer
Job Type: Full-Time
Position Overview
The Learning & Development Manager is responsible for the strategy, design, implementation, and evaluation of all organizational learning initiatives. This role focuses on enhancing the skills, knowledge, and capabilities of employees at all levels to drive performance, support career growth, and align with the company's strategic goals. The L&D Manager will create a culture of continuous learning, managing programs from leadership development to technical and compliance training.
Key Responsibilities
L&D Strategy & Needs Analysis:
- Develop and execute a comprehensive L&D strategy aligned with business objectives.
- Conduct organization-wide training needs analysis (TNA) in consultation with zone and camp leaders.
- Identify skills gaps and future capability requirements.
Program Design & Development:
- Design, curate, and develop engaging learning content and curricula for various audiences (leadership, managers, frontline staff).
- Utilize blended learning approaches: e-learning, virtual instructor-led training (VILT), workshops, simulations, and on-the-job training.
- Develop specific programs for camp operations, safety compliance, soft skills, and leadership pipelines.
Program Delivery & Facilitation:
- Oversee the flawless delivery of L&D programs across the organization.
- Facilitate key training sessions, particularly for leadership and managerial programs.
- Manage a network of internal subject matter experts (SMEs) and external training vendors.
Learning Technology & Management:
- Administer and optimize the Learning Management System (LMS) for tracking, delivery, and reporting.
- Explore and implement innovative learning technologies (micro-learning, mobile learning, gamification).
- Maintain the L&D budget, ensuring cost-effective delivery of programs.
Evaluation, Metrics & Reporting:
- Establish robust evaluation frameworks (e.g., Kirkpatrick Model) to measure training effectiveness and ROI.
- Track key L&D metrics (participation, completion rates, skill proficiency) and report on impact to senior leadership.
- Continuously improve programs based on feedback and business outcomes.
Talent & Succession Development:
- Partner with HR to design and manage leadership development and succession planning programs.
- Support the performance management process by providing learning solutions for development plans.
- Foster a culture of mentorship and coaching.
Qualifications & Skills
- Education: Bachelor’s degree in Human Resources, Organizational Psychology, Education, or related field. Master’s degree or L&D certification (e.g., CPLP) is a plus.
- Experience: Minimum of 5-7 years of experience in a dedicated L&D or Talent Development role, preferably in a multi-site or operations-intensive industry (e.g., hospitality, oil & gas, mining).
- Skills:
- Expertise in instructional design models (ADDIE, SAM) and adult learning principles.
- Excellent facilitation and presentation skills for diverse audiences.
- Proficiency with LMS administration and e-learning authoring tools (e.g., Articulate 360).
- Strong project management and organizational skills.
- Analytical mindset with the ability to translate data into actionable insights.
- Collaborative and influential, able to partner with stakeholders at all levels.
