The Learning & Development Senior Manager (People Capability & L&D) is responsible for driving people capability and developing learning programs that support both office and store employees. The role focuses on connecting business needs with L&D solutions to strengthen the organization's talent pipeline, enhance leadership readiness, and deliver practical training programs that improve operational excellence. This position manages and develops the L&D team to ensure effective execution of learning strategies, curriculum design, and training delivery aligned with business priorities.
1. Learning and Development Execution
- Manage, design, and implement L&D programs that address business and organizational needs for both office and store employees.
- Ensure training programs are practical, relevant, and impactful to improve job performance and business outcomes.
- Supervise the development of learning content, program design, training materials, and delivery processes to maintain high-quality learning experiences.
- Monitor and evaluate training effectiveness and recommend improvements for continuous enhancement.
- Oversee the development and execution of Onboarding, Functional Academy, and Leadership Development Programs across all levels.
2. People Capability and Talent Pipeline Development
- Partner with business leaders to identify future capability needs and align development programs with talent succession plans.
- Drive the implementation of the Training Matrix to ensure employee readiness, skill certification, and performance growth.
- Develop and implement structured career development pathways for Operations and Office staff, including progression from Staff to Area Coach.
- Collaborate with business units to ensure learning initiatives build a sustainable and high-performing talent pipeline.
- Support and monitor Individual Development Plans (IDPs) to align with business capability requirements.
3. Operations Training and Practical Roadmap
- Strengthen and modernize the Operations Training Roadmap to be more practical and business-driven.
- Oversee the execution of new product training, operational excellence systems, and coaching standards in-store.
- Ensure consistency and quality of training delivery in all training stores and regional centers.
- Coordinate with cross-functional teams to ensure alignment between L&D programs and operational KPIs.
- Support the integration of multi-skilling and cross-functional training to enhance workforce flexibility and productivity.
4. Team Leadership and Stakeholder Collaboration
- Lead, coach, and develop the L&D team to ensure effective execution of all learning programs.
- Promote a culture of collaboration and continuous learning across the organization.
- Act as a business partner to senior leaders, providing consultation and insight on people development strategies.
- Manage the L&D budget and ensure cost efficiency in all training-related initiatives.
- Coordinate with internal and external training providers to ensure high-quality program execution and alignment with business needs.
5. Continuous Improvement and Governance
- Evaluate and improve L&D systems, tools, and reporting mechanisms to enhance data-driven decision-making.
- Assess and determine the quality and content of training programs including course design, instructional methods, program evaluations, training materials, and learning reinforcement strategies to enhance the effectiveness of employee performance in achieving organizational goals and objectives.
- Maximize employee productivity through the use of multi-skilling and multi-tasking approaches to meet business goals as well as customer expectations.
- Monitor key L&D metrics such as program participation, completion rates, and post-training application.
- Ensure all training and development activities comply with company policies and align with internal audit requirements.
- Stay updated on emerging learning technologies and practices to drive innovation in training design and delivery.
- Support corporate initiatives, conferences, and engagement programs related to people development.
Qualifications
- Bachelor's or Master's degree in Business Administration, Human Resources, or related field.
- Minimum 10 years of progressive experience in Learning & Development or People Capability functions.
- Proven experience in designing and executing leadership and functional development programs.
- Experience in managing a team and leading organization-wide learning initiatives in a dynamic environment.
- Strong capability in learning design, people development, and program implementation for all levels of employees.
- Excellent interpersonal, leadership, and communication skills to partner with cross-functional stakeholders.
- Proficiency in English and computer literacy in Microsoft Office and LMS systems.
- Strong business acumen with the ability to link learning initiatives to business results.
- Analytical and problem-solving skills with the ability to manage multiple priorities.
