Head of Training And Development

Professional Experience

• Bachelor's degree in Human Resources Management, Psychology, Business Administration, Education, or related disciplines.
• Master's degree in Human Resources, Organizational Development, or Business Management is an advantage.
• Minimum 10–15 years of relevant experience in Human Resources, Learning & Development, Training, or Organizational Development.
• Minimum 5 years in a managerial or leadership position.
• Proven experience in developing and implementing corporate learning strategies.
• Experience in leadership development, talent development, and competency management.
• Experience managing training budgets, teams, and external learning partners.

Key Responsibilities

A. Learning & Development Strategy

• Develop and implement the organization's Learning & Development (L&D) strategy aligned with business objectives.
• Establish annual training and people development plans based on organizational priorities.
• Identify current and future competency requirements to support business growth and transformation.
• Develop competency frameworks, learning pathways, and career development programs.
• Establish policies, procedures, and governance for training and development.

B. Training Management & Execution

• Oversee the end-to-end training management process, including Training Needs Analysis (TNA), planning, budgeting, execution, and evaluation.
• Ensure effective delivery of technical, functional, behavioral, and managerial training programs.
• Develop and manage internal trainers, subject matter experts, and external training providers.
• Introduce innovative learning methodologies, including digital learning, blended learning, coaching, and experiential learning.
• Ensure training programs are relevant, effective, and deliver measurable business impact.

C. Leadership & Talent Development

• Design and implement leadership development programs for supervisors, managers, and senior leaders.
• Establish management development and succession development initiatives.
• Develop high-potential employee (HiPo) development programs.
• Partner with Talent Management and business leaders to strengthen the organization's leadership pipeline.
• Support career development, talent mobility, and employee growth initiatives.

D. Organizational Capability & People Development

• Identify critical organizational capability gaps and develop appropriate interventions.
• Drive competency-based development across all organizational levels.
• Support organizational transformation through change management and capability-building programs.
• Promote a culture of continuous learning, knowledge sharing, and employee empowerment.
• Collaborate with business leaders to ensure people development initiatives address operational and strategic challenges.

E. Learning Evaluation & Performance Improvement

• Establish KPIs and metrics to measure training effectiveness and development outcomes.
• Monitor learning transfer and the application of acquired skills in the workplace.
• Evaluate training ROI and organizational capability improvements.
• Develop dashboards and management reports on training performance.
• Continuously improve learning programs based on feedback, assessment results, and business performance.

F. Budget & Stakeholder Management

• Develop and manage the annual training and development budget.
• Optimize training investments and ensure cost-effective learning solutions.
• Manage relationships with external consultants, training institutions, and learning technology providers.
• Work closely with HR Business Partners, department heads, and senior management.
• Present learning and people development strategies, achievements, and recommendations to executive management.