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

Degree in Human Resource Management or Business Administration or equivalent

HR Professional Certification

Other Information

At least 10 years of relevant working experience, with at least 5 years in a middle to senior L&D role.

Strong leadership and supervisory skills, with exemplary personal conduct and professionalism.

Excellent communication, negotiation and interpersonal skills both written and verbal.

Coaching, System thinking, Leadership Development background

Should preferably have experience in HR transformation projects leading to excellence in organisation culture or learning & development or HR practices.

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