We are looking for a dynamic and experienced Principal Learning & Development Consultant to drive learning and capability-building initiatives across the APAC region. The role will partner closely with global and regional stakeholders to develop learning strategies, build competency-based development frameworks, and deliver impactful learning programs aligned with business priorities.

The ideal candidate will have strong expertise in learning strategy, instructional design, leadership development, training facilitation, competency frameworks, and global program management. The role requires an individual who can independently manage end-to-end learning initiatives, influence senior stakeholders, and translate business needs into scalable learning solutions.

Key Responsibilities:

Learning Strategy & Capability Development:

- Develop and implement learning and development strategies aligned with business priorities and global learning objectives.

- Identify organizational and functional skill gaps and create targeted development interventions.

- Partner with business leaders and HR teams to build scalable learning solutions supporting business growth and transformation.

- Act as a strategic learning partner to regional leadership and HR stakeholders.

Content Development & Instructional Design:

- Design and develop engaging learning content, curricula, facilitator guides, and training materials across classroom, virtual, and digital formats.

- Create role-based learning journeys aligned with organizational competency frameworks.

- Apply modern learning methodologies, including blended learning, experiential learning, microlearning, and digital learning.

- Continuously enhance learning content based on learner feedback, business requirements, and learning analytics.

Training Delivery & Facilitation:

- Facilitate high-impact instructor-led and virtual learning programs for employees, managers, and leaders.

- Deliver programs focused on leadership development, professional skills, functional capabilities, and organizational effectiveness.

- Evaluate training effectiveness and identify opportunities for continuous improvement.

- Support the development of a strong learning culture across the organization.

Leadership Development:

- Design, implement, and continuously improve leadership development programs across different career stages, including first-time managers, mid-level leaders, and senior leaders.

- Partner with business leaders and HR Business Partners to identify leadership capability gaps.

- Translate business requirements into targeted leadership development interventions.

- Build blended learning journeys incorporating workshops, action-learning projects, coaching, assessments, and digital learning.

Global Learning Programs:

- Partner with the global L&D team to implement enterprise-wide learning initiatives across the APAC region.

- Adapt global learning programs to meet regional business and cultural requirements while maintaining global standards.

- Drive awareness, adoption, and engagement with global learning platforms and programs.

- Coordinate with global stakeholders to ensure consistent and effective program execution.

Competency Frameworks & Career Development:

- Independently lead and manage competency framework initiatives with minimal supervision.

- Partner with HR and business leaders to map competencies to roles, career paths, and organizational requirements.

- Develop competency frameworks that support employee performance, career growth, and internal mobility.

- Design development plans aligned with role-specific competencies and career aspirations.

Stakeholder & Vendor Management:

- Collaborate with regional and global leadership teams, HR partners, and business stakeholders to identify and prioritize learning requirements.

- Act as a trusted advisor on learning, leadership, and organizational capability development.

- Build strong relationships with internal stakeholders across different geographies and functions.

- Manage external learning partners, consultants, and training vendors where required.

Learning Measurement & Continuous Improvement:

- Define and track learning metrics to measure program effectiveness and business impact.

- Analyze learner feedback, participation data, and learning analytics to identify improvement opportunities.

- Develop reports and insights for stakeholders to demonstrate learning outcomes.

- Promote a culture of continuous learning and development across the organization.

Required Skills & Experience:

- Significant experience in Learning & Development, Talent Development, Organizational Development, or a related HR function.

- Strong experience in designing and implementing end-to-end learning strategies and programs.

- Proven expertise in instructional design and development of learning content.

- Strong experience in leadership development and management development programs.

- Hands-on experience in competency framework development and career development initiatives.

- Experience managing regional or global learning programs across multiple geographies.

- Strong training facilitation and presentation skills, including virtual delivery.

- Experience working with senior business leaders, HR leaders, and cross-functional stakeholders.

- Strong program management skills with the ability to manage multiple initiatives independently.

- Ability to use learning metrics and analytics to measure program effectiveness.

- Strong communication, stakeholder management, influencing, and consulting skills.

- Ability to work independently in a complex, geographically distributed organization.