Senior Learning and Development Manager

Job Summary

The Senior Learning and Development Manager is a top talent development leader responsible for architecting and executing the comprehensive L&D strategy for the entire organization. This strategic role is responsible for building a skilled, high-performing, and engaged workforce to support our company's growth. As a key partner to the executive team, you will be responsible for leading a team to design and deliver a full spectrum of learning programs—from leadership development to technical and professional skills training—that directly align with our business objectives and foster a nationwide culture of continuous learning. Duties and Responsibilities

KEY ACCOUNTABILITY

Corporate Learning and Development Strategy

·
Develop, own, and execute the
complete L&D strategy for the entire company, based on a thorough annual
Training Needs Analysis (TNA) conducted in partnership with senior business
leaders.

·
Design a comprehensive,
company-wide learning curriculum that addresses key corporate priorities,
including leadership pipelines, functional excellence, and cultural
development.

·
Act as the primary L&D
advisor and strategic partner to the executive leadership team.

Program Design, Curation, and Delivery

·
Lead the design, development, and
curation of innovative and impactful training programs for all employees,
utilizing a blended learning approach (e.g., instructor-led workshops,
e-learning, coaching, and on-the-job training).

·
Oversee the delivery of all
training programs nationwide, ensuring a high standard of facilitation and
participant experience.

·
Personally facilitate high-level
leadership development and strategic workshops as required.

Team Leadership and Management

·
Lead, mentor, and develop a
national team of L&D specialists, trainers, and coordinators.

·
Foster a culture of excellence,
creativity, and strong business partnership within the L&D team.

·
Manage the team's workload and
ensure the effective execution of the annual training calendar.

Performance, Impact Measurement, and Budget
Management

·
Establish and manage a robust
framework to measure the effectiveness and business impact (ROI) of all
training initiatives.

·
Develop and manage the annual
L&D budget for the entire organization, ensuring optimal allocation of
resources.

·
Prepare and present regular
reports on L&D performance and strategic impact to executive leadership.

Vendor and Stakeholder Management

·
Oversee the selection and
management of external training providers, consultants, and learning
technology vendors.

·
Build strong, collaborative
relationships with department heads across the organization to ensure L&D
initiatives are relevant and value-adding.

Technical Competencies and Skills

• Proven ability to develop and execute a high-level, corporate-wide learning strategy that drives business results. • Expertise in modern instructional design methodologies and adult learning principles across various formats (classroom, virtual, e-learning). • Ability to lead, mentor

Education, Trainings and Licenses Required

• Bachelor’s degree in human resources, Psychology, Education, or a related field. A Master’s degree is a strong advantage. • Professional certifications in training, coaching, or instructional design (e.g., CPTD) are highly desirable. • A minimum of 10-12+ years of progressive experience in Learning & Development, Training, or Organizational Development. • At least 5 years in a significant managerial capacity