About the Role

The Learning and Development Manager is a strategic leadership role that focuses on driving the organization’s learning culture by designing, implementing, and evaluating training and development programs that enhance employee skills, performance, and career growth. This role aligns talent development initiatives with business objectives to build organizational capability, improve employee engagement, and support succession planning.

Responsibilities

Learning Strategy & Planning 

Building workforce capability, fostering employee growth, and ensuring organizational competitiveness through effective learning strategies

Implement learning and development initiatives: Plan, coordinate, and deliver L&D initiatives which may include training sessions, workshops, and offsites to teammates at various levels and departments.

Design and coordinate offerings such as leadership coaching, technical skill-building, and other role-based development experiences

Manage and Operationalize Competency Frameworks - Maintain and evolve our competency frameworks to make sure they are clear and relevant  

Integrate competencies into learning journeys, performance management, and professional development initiatives.

Training Design & Delivery

Develop learning materials and resources: Create and update training materials, including presentations, handouts, online modules, and multimedia content, ensuring they are up-to-date, relevant, and engaging. A full understanding of the various business units and their specific training requirements is required.

Design, implement, and manage learning programs (classroom, virtual, e-learning, blended).

Partner with subject matter experts to create content that is relevant, engaging, and impactful.

Manage the roadmap for developing new curriculum content, including planning, drafting, testing, and refining as needed 

Deliver and facilitate trainings, pilot new programs and iterate based on feedback and data

Adapt existing content into clear, practical learning programs tailored to different roles, professional phases, and teams 

Choose and manage the right learning platform to deliver content effectively at scale 

Stay up-to-date with industry trends: Continuously research and stay informed about the latest learning and development trends, changes in learning theory, methodologies, and technologies to ensure training programs are innovative and effective. 

Make recommendations to the business on keeping abreast of industry changes and trends.

Utilize technology for learning: Leverage learning management systems (LMS) and other e-learning platforms to deliver online training modules and track employee progress and completion.

Organize, update, and maintain a centralized, accessible library of learning materials, templates, and resources.

Leadership Development Programs

Identify current and future leadership gaps through skills assessments, and organizational strategy reviews.

Program Design for Leadership development programs tiered to match career stages: Emerging Leaders / First-time Managers, Mid-level Leaders, and Senior Leaders / Executives.

Management Trainee Programs - develop MT Programs designed to attract, train, and prepare young professionals for future managerial or leadership roles within the organization.

Evaluating Training Programs Effectiveness

Partners with operational leaders to assess if employees demonstrate effective technical and leadership skills.

Reporting: Generate reports and metrics to track and measure the effectiveness of learning and development initiatives. Make improvements based on the data outcomes to help teammates make the most of learning opportunities.

Measures transfer of learning from training courses to the operation.

Evaluate learning and development effectiveness: Manage the L&D data analysis and determine the effectiveness of L&D initiatives. 

Conduct thorough assessments and evaluations of L&D programs, collecting feedback from participants and stakeholders to measure the impact and effectiveness of the initiatives. Make improvements based on the data outcomes.

Managing Training Budgets

Participates in the development of the Training budget as required.

Manages budget in alignment with Human Resources and property financial goals.

Manages department controllable expenses to achieve or exceed budgeted goals.

Budget Coordination: Oversee the learning and development budget, ensuring resources are allocated effectively and efficiently. 

Does this sound like you? 

Degree in Human Resources, Psychology, Business or any other related field

5–7 years of experience in L&D, or organizational development, with at least 2 years in a leadership role.

Instructional Design: Proven ability to create engaging, effective learning programs grounded in adult learning principles. 

Project Management: Highly organised with the ability to manage multiple learning initiatives, collaborators, and deadlines simultaneously.

Proven track record in designing and implementing successful learning and leadership development programs.

Experience managing Learning Management Systems (LMS) and e-learning solutions.

Strong understanding of adult learning principles, instructional design, and training evaluation models

Proactive, self-motivated, and capable of working independently while ensuring follow-through on all initiatives

Strategic thinker with keen attention to detail and a strong ability to execute strategy.

Solutions-oriented with a positive, 'can-do' attitude, able to prioritize tasks, and navigate shifting demands effectively

Passionate commitment to F4E’s vision and values

Collaborative mindset, a can-do attitude and the ability to work across departments effectively

Strong analytical, written, and leadership skills with a focus on meeting deadlines.