Learning & Development Manager

Mô tả Công việc
A. Training Strategy & Management
Develop and implement the Group's overall Learning & Development strategy, annual training plans, and training policies in alignment with business objectives.
Conduct Training Needs Analysis (TNA) in collaboration with department heads and business units to identify training needs and competency gaps.
Establish standardized training frameworks, procedures, guidelines, and implementation plans across the Group.
Develop and manage annual training budgets, resources, and training schedules.
Monitor and evaluate training activities to ensure quality, consistency, and effectiveness.
B. Training Process & System Development
Directly participate in developing and standardizing the Group's training processes, policies, and guidelines.
Establish a systematic training process covering training needs identification, planning, program design, implementation, assessment, and post-training evaluation.
Develop standardized training procedures for onboarding, job-specific training, management training, and professional development.
Build training frameworks, curricula, competency-based training programs, and learning pathways for different positions and departments.
Develop and maintain training documentation, including training manuals, presentation materials, guidelines, assessment forms, and training records.
Establish systems to monitor employee training progress, training history, and learning outcomes.
Continuously review and improve training processes to enhance learning effectiveness and operational consistency.
C. Direct Training & Program Delivery
Directly conduct and facilitate internal training sessions, workshops, onboarding programs, and professional development courses.
Design and deliver training programs covering company policies, corporate culture, professional knowledge, job-related skills, soft skills, management skills, and leadership development.
Develop practical training materials, presentations, manuals, and instructional content tailored to different employee levels.
Deliver Train-the-Trainer (TTT) programs to develop internal trainers and training representatives across business units.
Coach and mentor employees and managers to strengthen their professional and leadership capabilities.
Evaluate training outcomes through assessments, feedback, performance observations, and post-training follow-ups.
Ensure that training content is practical, relevant, and applicable to employees' daily work.
D. Competency & Talent Development
Develop and implement competency frameworks for different positions, functions, and management levels.
Identify competency gaps and establish development plans to improve individual and organizational capabilities.
Design Individual Development Plans (IDPs) and career development pathways.
Develop talent development and succession planning programs for high-potential employees and key positions.
Implement leadership development programs for supervisors, middle managers, and senior management.
Collaborate with department heads to evaluate employee capabilities and identify future development needs.
E. Learning Culture & Organizational Development
Establish and promote a continuous learning culture across COBI Group and its subsidiaries.
Develop onboarding and orientation programs to ensure effective integration of new employees.
Coordinate internal and external training programs, coaching, mentoring, and e-learning initiatives.
Collaborate with HR and business leaders to align training activities with performance management and organizational development.
Recommend initiatives to improve employee productivity, engagement, and organizational effectiveness.
F. Team & Budget Management
Lead, manage, coach, and develop the Learning & Development team.
Assign responsibilities, monitor team performance, and ensure the achievement of departmental objectives.
Manage training budgets, external training providers, consultants, and educational partners.
Establish training KPIs and prepare periodic reports on training performance and development progress.
Present training results, challenges, and improvement proposals to senior management.