Mô tả Công việc
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.
Prioritized Responsibilities:
1. Contribute to establish learning strategies
- 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
- 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
- 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
- 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:
- 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
COMMUNICATION COMPLEXITIES:
Communication with diverse stakeholders across CCBV functions to assess and analyze learning needs, ensuring that learning solutions are aligned with functional requirements and support both individual and business growth and all stakehodlers are engaged in the entire process. The complexity lies in embracing a robust business acumen, managing different expectations, negotiating priorities, and ensuring that all voices are heard while driving consensus around L&D agenda.
Communiation with all employees at various levels to drive engagement, participation, and motivation for ongoing learning initiatives and development programs, while encouraging a culture of self-driven learning and "paying it forward.". The complexity lies in communicating the value of learning programs, addressing concerns or resistance, and engaging employees at all levels to take ownership of their learning journey towards career aspiration.
