Learning and Development Lead

Job Summary:

Learning and Development (L&D) Lead plays a critical role in designing and delivering blended learning solutions, integrating coaching, mentoring, and immersive learning experiences to support employees' career aspirations and capability growth while aligning with the company's strategic priorities. This role collaborates closely with business leaders and stakeholders to assess learning needs, develop impactful programs, and foster a culture of continuous growth and innovation. By leveraging data-driven insights and cutting-edge methodologies, the L&D Lead ensures employees are equipped with the critical skills needed to drive performance, agility, and sustainable success in a dynamic business environment.

Key Responsibilities:

1.Contribute to establish learning strategies 10%

• Support to establish a comprehensive and sustainable L&D strategy to enable growth and acceleration for associates' development and future-proof capabilities
• Understand ongoing business demands to determine fit-for-purpose L&D interventions
• Support to proactively investigate resources and stay current with the latest research-based insights, industry best practices, initiatives in diverse learning aspects to bring state-of-the-art learning solutions to build future capabilities
• Support and/ or lead learning projects to promote learning in the flow of work and growth relevance; and step up the application of learning on the job

2.Analyze business needs, diagnose learning needs, and design pertinent learning solutions 25%

• Liaise with SMEs, business stakeholders to analyze learning needs, learner personas to diagnose, define, prioritize upskilling-based learning needs aligned with business prioritization
• Identify hands-on learning solutions based on future-focused, fit-for-purpose, learner-centered design to drive change and improve organizational competencies
• Design holistic learning journeys integrating formal and informal touchpoints with diverse mediums to reinforce learning and inclusion.
• Adapt the design approach which is holistic, agile, hands-on, on-demand, innovative, impactful with a focus on employee experience, engagement promotion
• Evaluate learning partners and internal POCs to develop essential learning materials (toolkits, handbooks, guidelines, etc.)

3.Schedule, coordinate, and implement L&D activities 40%

• Craft comprehensive learning plans to support business objectives and prioritization with associated budget
• Actively engage with stakeholders and roll-out end-to-end learning solutions and blended journeys including Induction program, Leadership accelerators, Transversal skills reinforcement, and Functional Licenses
• Coordinate and implement Coaching/ Mentoring programs by design and at scale
• Promote and drive effortless employee learning experience with immersive learning from content and technology standpoint (i.e., Gamification, microlearning, scenario-based learning, and interactive story-based learning, AR/ VR)
• Take full ownership of learning delivery & services arrangement to strive for agile implementation and ensure learning service quality
• Monitor and evaluate a wide range of learning and development activities to foster continuous improvement and measure the effectiveness and impact on organization
• Partner and manage partnership with external partners, consultants, industry experts, ad internal facilitators, trainers and speakers
• Act as Learning contact point to address any learning matters of internal learners

4.Accelerate learning communication and engagement 10%

• Design, develop communication strategies, get marketing/ learning promotion hat on to drive participation, engagement in learning
• Develop and implement learning engagement strategies to ensure learning is delivered in a more dynamic and accessible way
• Accelerate learning culture via learning campaigns/ activities on self-paced, social learning, learning circles,…

5.Manage digital learning platforms and utilize learning analytics 15%

• Manage internal LMS and other digital learning platforms to create accessible digital learning opportunities
• Manage, review, and analyze learning data to propose actionable insights for continuous improvement
• Design and revamp and provide learning reports on regular basis or per request

6.Other duties (including any ad hoc projects/ tasks) as assigned.

Requirements:

• Bachelor's degree in Human Resources, Organizational Development, Psychology, Business Administration or a related field.
• At least 3 years of experience in Learning & Development, Talent & Leadership Development, or a related HR function.
• Professional certifications in L&D, Coaching, or Instructional Design (e.g., CLDP, ATD, ICF) as a plus.
• Proven expertise in designing and implementing blended learning programs, including leadership development, transversal skills, coaching, mentoring, and digital learning.
• Strong ability to collaborate with diverse stakeholders to assess learning needs and align L&D initiatives with business priorities.
• Proficiency in learning reporting and analytics to enhance training effectiveness, along with strong skills in communication design and experience design to drive learner engagement.
• Expertise in exploring and executing LMS
• Familiarity with leveraging learning technologies (e-learning tools, AR/VR, gamification,…) to enhance digital learning experiences.
• Effective facilitation, presentation, and stakeholder engagement skills
• Demonstrated learning agility/ self-directed learning, growth mindset, creativity, critical thinking, and a commitment to continuous improvement
• Proficiency in all four English skills