Job Purpose
This role is responsible for translating the organization's core values into tangible, impactful learning and development initiatives. This role bridges culture strategy and people capability by embedding core values into learning modules, competency frameworks, and the full employee experience lifecycle. The incumbent acts as a culture enabler and capability builder, designing programs that inspire behavioral change, nurture coaching and mentoring cultures, and bring the organization's identity to life through every touchpoint of the employee journey.
Key Responsibilities
Core Value Translation & L&D Integration (35%)
- Design and develop learning modules, workshops, and e-learning content that embed and bring core values to life in practical, behavior-based formats
- Translate organizational core values into observable behavioral indicators within the competency framework
- Partner with the Culture team and HRBPs to ensure learning content reinforces culture priorities and strategic people agendas
- Maintain a core-value learning calendar aligned to culture activation milestones
Employee Experience & Culture Embedding (25%)
- Embed core values into key employee experience moments — onboarding, performance cycles, career milestones, and offboarding
- Design culture-infused employee journey maps and touchpoint interventions that reinforce desired behaviors
- Develop recognition and storytelling programs that celebrate employees living the core values
Competency Framework Development (15%)
- Support the design and refresh of the organization's competency framework, integrating core values as behavioral anchors into 360 feedback evaluation.
- Map competencies to learning pathways across job levels and functions
- Develop proficiency descriptors and assessment tools that help managers evaluate value-aligned behaviors
- Benchmark competency models against external best practices and update accordingly
Coaching & Mentoring Culture Development (15%)
- Design and implement coaching and mentoring programs that build internal capability across all levels of the organization
- Develop training materials and toolkits for managers and peers on coaching conversations and mentoring best practices
- Facilitate coaching skill-building workshops and train-the-trainer sessions
- Establish a formal mentoring matching program and track engagement and outcomes
- Champion a feedback culture by embedding coaching mindsets into leadership programs and team rituals
Program Measurement & Continuous Improvement (10%)
- Define KPIs and success metrics for all L&D and culture initiatives; collect data through surveys, assessments, and pulse checks
- Analyze learning effectiveness and culture adoption data to refine program design
- Prepare reports and dashboards for leadership on culture health, learning impact, and competency development progress
- Stay current on L&D trends, adult learning theory, and culture-building methodologies to apply innovative approaches
Qualification and Experience
- Bachelor's degree or higher in Human Resources, Organizational Psychology, Education, Communications, Business Administration, or a related field
- Certification in L&D, Instructional Design, Coaching, or OD is an advantage (e.g., ATD, ICF, CPTD)
- 3–5+ years of experience in Learning & Development, Culture, or Organizational Development functions
- Proven track record in designing and facilitating learning programs aligned to organizational values or culture strategy
- Experience translating strategic frameworks (e.g., core values, competency models) into practical learning tools and employee experiences
- Hands-on experience developing coaching and mentoring programs
- Experience working with cross-functional stakeholders across HR and business units
- Exposure to culture diagnostics, employee engagement surveys, or culture transformation projects is preferred
Certification
- ICF-accredited Coaching Certification (any level)
- ATD Certified Professional in Talent Development (CPTD) or CPLP
- DISC, Hogan, or other psychometric assessment certifications
- Instructional Design certification (e.g., ADDIE, SAM, Design Thinking for L&D)
Skill and Knowledge
Learning Design & Facilitation
- Ability to design blended learning solutions (ILT, virtual, e-learning, microlearning) using adult learning principles. Skilled in facilitating engaging workshops and culture sessions across diverse audiences.
Core Value & Culture Integration
- Deep understanding of how organizational values translate into behaviors, rituals, and processes. Ability to operationalize culture intent into learning and employee experience design.
Competency Framework Development
- Experience in building or refreshing competency models, writing behavioral indicators, and linking competencies to learning pathways and talent processes.
Coaching & Mentoring Expertise
- Knowledge of coaching frameworks (GROW, Co-Active, etc.) and mentoring best practices. Ability to design coach/mentor training programs and build internal coaching capability.
Project Management
- Self-directed; able to manage multiple concurrent L&D projects with clear timelines, resources, and quality output under moderate supervision.
