Learning & Development Manager

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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.