Sr. Learning and OD Specialist  

Summary:

The Sr. Learning & OD Specialist is responsible for designing, developing, and implementing effective learning and development interventions to address organizational needs. This includes conducting needs assessments, developing training programs, delivering training, and evaluating program effectiveness. The role also involves managing large-scale L&D initiatives, overseeing competency framework development, and ensuring alignment with organizational goals.

Competency-Based Training Management:

• Works with the L&D Manager in the end-to-end design and development of learning programs using the ADDIE model (Analysis, Design, Development, Implementation, Evaluation).
• Manage, maintain, and update the organization's competency framework, career map, and learning and developmental menu, ensuring its alignment with strategic goals and business objectives, in partnership with BU Leaders.
• Conduct thorough needs and competency gap assessments to identify training gaps and develop targeted learning programs and interventions.
• Conduct internal and external studies and benchmarks to ensure the relevance and competitiveness of the learning and organizational development programs.
• Collaborate with Business Unit leaders in designing a competency-based developmental roadmap for key positions and for those enrolled in the PDP, in partnership with TMG.
• Develop and execute targeted training programs that address identified competency gaps, ensuring learning outcomes align with business objectives.
• Implement systems, policies, or processes to monitor competency development.

Program Management:

• Actively manage and lead the implementation of assigned large-scale L&D programs/ initiatives
• Develop and manage project timelines, budgets, and resources to ensure successful program delivery.
• Coordinate with cross-functional teams to ensure successful program execution.
• Track and report on program performance.

Training Delivery:

• Deliver high-quality training sessions and workshops to employees at all levels.
• Utilize effective facilitation techniques to engage learners and maximize knowledge transfer.
• Adapt training content and delivery methods to meet the needs of diverse audiences.

Content Design and Development:

• Design engaging and effective learning experiences, including instructional materials, assessments, and evaluation tools.
• Partner with the Sr L&D Specialist for ID in developing engaging and informative training materials, including presentations, handouts, and online resources.
• Stay up-to-date on industry trends and best practices in learning and development.
• Leverage technology to enhance the learning experience.
  

• Education – Bachelor’s Degree in Psychology, Human Resource Management, Training and Development or Organizational Development
• Related Experience – 5 years of experience leading the end-to-end L&D requirements of a company;
• Proven track record in designing, developing, and delivering impactful training solutions aligned with business objectives
• Expertise in managing and executing large-scale L&D initiatives
• Experience in competency-based training and development
• Proficiency in L1-L4 training effectiveness evaluation
• Experience in the IT industry and/or sales industry is an advantage
  
  Knowledge
• Deep understanding of adult learning principles, instructional design methodologies, and training evaluation frameworks and strategies (ADDIE Mode, SAM, Kirk Patricks Model)
• Abreast with L&D best practices
• Expertise in competency frameworks and performance management
• Proficiency in e-learning platforms and learning management systems (LMS)
• Knowledge of sales methodologies and processes (is an advantage)
• Familiarity with industry trends and best practices