Lead - Learning & Development

The Lead - Learning & Development is responsible for conducting comprehensive training needs analysis, designing and implementing tailored learning programs, and evaluating their effectiveness to drive organizational growth. Importantly, the Lead - L&D owns end-to-end learning content development, including partnering with internal subject matter experts and external speakers/vendors to scope and co-create quality materials for both in-person delivery and scalable e-learning. Thus, this role ensures the actualization of engaging and effective learning experiences that foster continuous improvement and support long-term talent development.
1) Learning Needs Analysis
Partner with HRBPs and divisional stakeholders to diagnose capability gaps and define learning priorities. Use surveys, interviews, focus groups, and performance/people data to identify learning objectives and target audiences.
Produce TNA insights and recommendations (learning roadmap, modalities, and success measures).
2) Learning Program & Content Development
Design and develop learning solutions aligned to business goals and learner needs (workshops, coaching, on-the-job learning, e-learning, microlearning).
Partner with internal SMEs and external speakers/vendors to scope, curate, and co-create content; convert business knowledge into structured curricula and reusable learning assets.
3) Program Implementation & Delivery Enablement
Plan and execute learning initiatives end-to-end (timeline, stakeholders, logistics, communications, delivery readiness), ensuring engaging delivery and learner participation. Facilitate key sessions/workshops when needed. Provide coaching/follow-up activities to reinforce transfer of learning into performance.
Manage LMS/LXP to publish content and enable adoption (e.g. learning paths, enrollment, content publishing, learner support, reporting).
4) Learning Engagement, Communication & Culture Building
Lead internal communication campaigns to drive participation and habit-building. Apply gamification and recognition mechanisms to increase engagement (e.g. challenges, points/badges, leaderboards, team-based missions).
Build learning communities and social learning dynamics beyond classroom (e.g. peer sharing, learning circles, practice communities).
5) Training Evaluation
Define measurement approach and track learning effectiveness (participation, satisfaction, learning, and on-the-job application/impact).
Analyze feedback and learning data to generate insights and iterate content, delivery, and engagement tactics.
6) Support Organization Development Initiatives
Support competency models, career paths, and talent development initiatives with suitable learning interventions.
Collaborate cross-functionally to ensure alignment and effective execution.