Manager - Learning & Development - Human Resource Function

Learning & Development

Develop a comprehensive learning and development strategythat is in line with the company's HR strategy and business requirement. This includes:

- Conduct training needs analysisand incorporate the finding in the training calendar

- Design training programs as per company's requirement

- Invite nominations for training workshops; identify suitable candidates for training, conduct of training programs at locations (in-house or external); including coordination of logistics to ensure that the training calendar is executed as planned.

- Identify internal and external trainers required to deliver the programs

- Engage and manage external vendors and consultants.

- Evaluate effectiveness of training programs, both from a content point of view and its impact of on the job performance. Provide management feedback on the same and accordingly enhance future training programs

- Develop training budgets for the company based on the training calendar, monitor and control adherence to these budgets during the year

- Use expert coaching and facilitation skills to provide colleagues at all levels with sound advice, to generate ideas, to influence outcomes and deliver learning experiences.

New Hire Orientation

- Plan, organise and monitor new hire orientation program

- Be a buddy for new hires during the first 3 month of new hire joining

- Monitor new hire turnover and retention rates.

Competency Modelling

- Create competency model for the region in line with the "Global role catalogue"with a view to developing employees for further growth and align training requirements for individuals to specific competency development requirements.

Career and Succession Planning

- Collaborate with line managers and other departments in Human Resources to create succession strategies and plans that align to business objectives.

Organizational change management,

- Be the internal OD & change consultant to Business/ Functional Leaders on executive leadership, team effectiveness and organizational change

- Develop a learning organization culture that supports and drives change and reinforces innovation, performance, and continuous improvement.

- Devise and deliver HR projects and interventions, ensuring key milestones are identified and within budget, resources and HR policies.

Talent engagement and development

- Design and develop organisational development and employee engagement initiatives with a focus on employee satisfaction and retention

- Communicate initiatives, activities and programs continuously and effectively

- Assess the effectiveness of these initiatives through employee engagement surveys and drive the implementation of the action plan.

Performance Management

- Develop, enhanceand implement the Performance Management program

- Train / Coach employees and managers on Performance Management process

- Prepare and execute a performance management calendar detailing periodic formal (and informal) reviews and feedback.

- Ensure adherence to the performance management timelines.

HR Policies and processes

- Periodically review and update company's Human Resources policies and processes; ensuring that they are aligned to legal requirements and best practices.

- Respond to inquiries regarding policies, procedures and programs.

Best Practices

- Maintain a keen understanding of learning trends, developments and best practice.

- Make recommendations for improvement and implement new ideas as appropriate.