Senior Manager, Learning & Development

The Senior Manager, Learning & Development is responsible for establishing the organisation's learning and development strategy and recommending organisational design and / or change interventions to deliver business strategies and plans effectively. He / she collate and monitor the budgets for learning and development programmes to build capabilities in the organisation. He / she influences stakeholders to redesign the organisational model and spearheads organisational change interventions to drive the integration of Competencies / Skills Frameworks across the organisation's learning programmes. He / she develops and oversees talent development programme to support succession planning, career progression, and employee engagement. He / she builds leadership capability across all levels through Integrating leadership frameworks (e.g. Clifton Strengths, Serving Leader) into development pathways.

Job Responsibilities

• Conduct learning needs analysis to assess their current capabilities and areas of development required to deliver against the organisation's strategy, business restructuring and future plans.
• Develop customised learning and development strategies, plans and curricula to improve overall workforce capabilities for current and future roles, and to promote lifelong learning.
• Engage with senior management / HODs to seek clarity on business strategy and develop organisational learning and development strategies based on organisation's current and future business and skill requirements.
• Compile and monitor budget for learning and development and prioritise spending to invest on strategic organisational capabilities to enable current and future business strategy and objectives.
• Monitor and assess the effectiveness and business impact of learning and development strategy and programmes to meet current and future business needs.
• Apply data governance concepts and principles to identify, collect and prepare data for analytics and HR metrics benchmarking.
• Look across a series of data and anticipate implications of business activity on HR practices.
• Review and develop HR policies, practices or strategies that competitively position organisation as an employer of choice.
• Develop communication material / information kits for the HR programmes / activities to convey desired learning and development messages clearly and effectively.
• Create high impact, consistent and accurate messaging using appropriate tools to drive staff learning and development, aligned with the organisation-wide communications strategy.
• Understand organisational and individual challenges, help the senior leaders to define the problem and identify root cause of the development related issues.
• Leverage Skills Maps of the Skills Frameworks to identify learning gaps and develop competency framework.
• Create and align learning roadmaps and programmes with reference to MINDS Career Maps and MINDS Competency Framework.
• Establish Learning & Development strategy in accordance with MINDS Competency Framework components.

Qualifications

Other Information

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