Learning & Development Manager

1. Corporate Learning & Development

• Develop and implement the annual L&D strategy and training plan aligned with business priorities and capability needs.
• Identify organizational, functional, and leadership capability gaps through business consultation, performance data, and competency assessments.
• Design structured learning journeys for different employee groups, functions, and management levels.
• Manage corporate training programs, including leadership, management, soft skills, business skills, and other cross-functional development programs.
• Partner with Department Heads and business leaders to identify training needs and ensure learning programs address actual business requirements.
• Manage external training providers, learning platforms, training budgets, and program quality.
• Establish measurement frameworks to evaluate learning effectiveness, application, and business impact.
• Drive the adoption and effective use of digital learning/LMS platforms.
• Conduct pre-, training courses, and post-training assessments, collect participant feedback, and follow up with employees and managers to evaluate learning application and training effectiveness.
• Track attendance, completion rates, assessment results, learning progress, and training effectiveness, and provide regular L&D reports and dashboards.
• Follow up on agreed post-training development actions to ensure learning is applied in the workplace.
• Manage and continuously improve training content, materials, and programs based on feedback, assessment results, and changing business needs.
• 2. Talent Management: Competency, Career & Succession Plan
• Lead the development and implementation of ILA’s competency framework, including core, leadership, and functional/technical competencies.
• Define competency proficiency levels and behavioral indicators, and map required competencies to key roles and job families.
• Develop clear career paths and career architecture, including development and readiness criteria for progression to the next level.
• Design and manage the succession planning framework for critical positions, including identification of critical roles and potential successors.
• Establish talent readiness categories such as Ready Now / Ready Later and facilitate talent review and succession discussions with management.
• Develop Individual Development Plans (IDPs) and targeted development actions for high-potential and successor talent.
• Create development opportunities through job rotations, acting assignments, stretch assignments, project leadership, coaching, and mentoring.
• Track competency development, talent readiness, internal mobility, and succession coverage.
• Integrate competencies, career development, and succession with performance management, learning, promotion, recruitment, and broader talent management processes.

3. Performance Management

• Manage and continuously improve the company’s performance management framework and annual performance cycle.
• Ensure performance objectives and KPIs are clearly established and aligned with business priorities.
• Support managers in conducting effective goal setting, performance reviews, feedback, and development conversations.
• Connect performance outcomes with competency development, learning plans, talent reviews, career progression, and succession planning.
• Analyze performance data and identify organization-wide capability and development priorities.

4. Employee Engagement & Events

• Plan and coordinate key corporate employee events and engagement activities in collaboration with relevant HR and business teams.
• Develop initiatives that strengthen employee connection, recognition, collaboration, and organizational culture.
• Ensure events and engagement activities support the overall employee experience and employer value proposition.
• Evaluate participation and employee feedback to continuously improve future activities.

5. L&D and Talent Analytics

• Establish dashboards and reporting for learning, competencies, talent, performance, and succession.
• Track key indicators including training effectiveness, competency gaps, talent readiness, succession coverage, internal promotion, learning participation, and development progress.
• Use data and employee/business feedback to continuously improve L&D and talent programs.

• Qualifications
• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, Education, or related field.
• Minimum 5 years of HR/L&D/Talent Management experience, with at least 3 years in a managerial or leadership capacity.
• Strong experience in Learning & Development, Competency Frameworks, Talent Management, Career Development, Succession Planning, and Performance Management.
• Experience developing organization-wide learning or talent frameworks in a large or multi-site organization is preferred.
• Experience working with senior management and translating business capability requirements into practical people-development solutions.
• Experience managing LMS/digital learning platforms and external training providers is an advantage.
• Skills
• Strong L&D and talent management expertise
• Facilitation and presentation
• Stakeholder management and influencing
• Coaching and development mindset
• Project and change management
• Data analysis and reporting
• Strong communication and interpersonal skills
• Business acumen and understanding of organizational capability needs