Learning & Development Specialist

Learning Design & Development
• Develop and execute annual Learning & Development plans aligned with organizational goals and workforce capability requirements.
• Conduct Training Needs Analysis (TNA) and competency gap assessments across departments.
• Design and implement enterprise-wide learning programs, including: Leadership development programs, Functional and technical skills training, Soft skills and professional development programs.
• Compliance and mandatory training
• Future skills and digital capability programs
• Develop competency-based learning pathways and career development frameworks.
• Create and manage learning content, facilitator guides, e-learning modules, and learning resources.
• Coordinate training delivery through internal facilitators and external vendors.
• Ensure learning initiatives support business transformation and organizational growth.

Talent Management
• Support talent review and workforce capability assessment processes.
• Partner with managers to identify high-potential employees and critical talent.
• Facilitate Individual Development Plans (IDPs) and career development discussions.
• Develop talent development programs to strengthen organizational capability and employee engagement.
• Monitor talent metrics and recommend development interventions to address capability gaps.

Succession Planning
• Support organization-wide succession planning processes for critical positions.
• Maintain succession planning databases and talent profiles.
• Assess successor readiness and identify development actions for key talent.
• Coordinate leadership pipeline and succession development programs.
• Prepare succession planning reports and recommendations for management review.

Learning Administration & Technology
• Manage Learning Management System (LMS) activities, including course assignments, tracking, reporting, and learner records.
• Monitor training attendance, completion rates, and compliance requirements.
• Maintain training calendars and annual learning schedules.
• Coordinate logistics for training programs and development activities.

Learning Effectiveness & Reporting
• Evaluate training effectiveness using surveys, assessments, and performance indicators.
• Track learning KPIs and prepare regular reports and dashboards.
• Analyze learning data and provide recommendations for continuous improvement.
• Measure the impact of development initiatives on employee performance and business outcomes.

Stakeholder Management
• Collaborate with business leaders, HR teams, and managers to identify development priorities.
• Act as an internal consultant on learning and talent development matters.
• Manage relationships with external training providers, consultants, and educational institutions.
• Promote a culture of continuous learning throughout the organization.