Role Summary:

• The Training Manager plays a strategic and operational role in leading the Learning & Development function across the organization. Responsible for designing, implementing, and evaluating training programs that enhance employee performance, engagement, and capability across commercial, technical, and support teams. The role includes end-to-end management of the learning assistance process, training budget oversight, content development, and coordinating the company-wide training.

Role Responsibilities:

 Learning Strategy & Capability Development

• Develop and continuously improve the Training & Development Framework in alignment with business priorities.
• Conduct annual and cyclical Training Needs Assessments (TNA) for all divisions and staff categories (Executives, Directors, Managers, General Staff).
• Translate organizational capability gaps into structured learning paths, development programs, and leadership interventions.

Program Design & Curriculum Development

• Develop competency-aligned learning content for technical, commercial, support, and leadership teams.
• Oversee development of core training programs including onboarding, customer excellence, compliance, product knowledge, leadership development, coaching skills, and CONNECT Values integration.
• Create blended learning programs (virtual, classroom, LMS modules, simulations, on-the-job learning).

Training Delivery, Coordination & Management

• Coordinate all training activities, ensuring consistency, quality, and attendance across divisions.
• Facilitate key training sessions as required covering leadership and people management.
• Identify training solutions for: content uploading, learner assignments, tracking, reporting, and completion monitoring.
• Ensure divisional training calendars are up-to-date and aligned with the company-wide annual training calendar.

Performance Support & Development Planning

• Work with line managers to integrate development actions into performance management cycles, including IDPs (Individual Development Plans).
• Coach line managers on identifying development opportunities and embedding learning into daily operations.
• Support capability interventions arising from performance reviews and 1:1 conversations.

Monitoring, Evaluation & Reporting

• Implement the training evaluation framework to assess the impact of all learning activities.
• Track return on learning investment, learner engagement, performance uplift, and capability indicators.
• Prepare monthly and quarterly training dashboards and reports.

Stakeholder Engagement & Collaboration

• Partner with division heads to develop relevant training programs.
• Work closely with division heads to embed learning as part of the employee experience and performance management cycle.
• Collaborate on learning campaigns and CONNECT Values activation as part of building culture.

Vendor, Budget & Policy Management

• Manage external training providers, ensuring they meet poa! quality and value standards.
• Manage the annual learning budget, ensuring optimal allocation, cost tracking, and value realization.
• Ensure adherence to the HR Manual, Training Policy, Learning & Development Framework, and Learning Assistance Process.

Key competencies required for the role:

• Expertise in instructional design and adult learning methodologies tailored to different department needs.
• Strong communication, presentation, and facilitation skills to engage with various departments.
• Proficiency in performance tracking, and data analysis tools to assess training effectiveness.
• Ability to collaborate with stakeholders across departments to ensure training aligns with organizational goals and enhances overall performance.
• Strong project management skills to handle multiple training initiatives simultaneously.

Academic Qualifications Required:

• Bachelor’s degree in Education, HR, Business, Organizational Development, or related field.

Mandatory Requirements:

• Minimum 5 years of experience in Training & Development, preferably within commercial, technical, and customer-facing environments.
• At least 2 years managing learning programs or learning systems.
• Experience in competency frameworks, adult learning methodologies, and performance-linked capability development.