Deposit Resume

Qualifications & Requirements:

1. 1. 1. Bachelor’s Degree in Human Resources / Organizational Development / Business Administration, or a related field
      2. Minimum 8 years of managerial experience in Learning & Development, particularly in large organizations
      3. Expertise in training needs assessment, skills gap analysis, and workforce development
      4. In-depth knowledge of adult learning principles, talent development strategies, and modern learning tools and platforms
      5. Proven ability to design and execute upskilling initiatives for workforce development
      6. Strong track record in evaluating learning needs, developing effective programs, and measuring training outcomes
      7. Excellent communication, presentation, and facilitation skills
      8. Strong interpersonal and stakeholder engagement abilities, with the capacity to collaborate across all organizational levels
      9. Familiar with various learning approaches, including classroom training, e-learning, coaching, mentoring, and on-the-job learning

Responsibilities:

1. 1. 1. Skills Gap Assessment & Training Design:
         • Conduct detailed assessments to identify gaps in current employee skill sets.
         • Design targeted training programs that address current gaps and support future business needs.
         • Partner with department leaders to define skill priorities and tailor solutions accordingly.
      2. Learning and Development Program Management:
         • Develop and implement learning initiatives that cater to various levels of the workforce, promoting continuous development and adaptability.
         • Manage the full training cycle: needs analysis, design, execution, and evaluation.
         • Utilize diverse delivery methods such as e-learning, workshops, coaching, and hands-on training to meet learner preferences.
         • Oversee the planning, execution, and tracking of compliance training programs by working closely with relevant departments to ensure all regulatory requirements are identified and fulfilled.
      3. Employee Engagement & Retention:
         • Foster a culture of learning and growth by introducing relevant and practical development opportunities, in collaboration with the HR team to support overall employee engagement and retention.
         • Design learning pathways aligned to career progression and personal development goals, in collaboration with HR for data sharing and alignment with broader talent frameworks.
         • Continuously improve programs based on feedback to ensure relevance and impact.
      4. Talent Development Planning:
         • Design and implement learning programs that directly support succession planning and leadership development, with a focus on building a strong internal talent pipeline.
         • Contribute to the identification and development of high-potential employees and future leaders by aligning learning objectives with long-term organizational needs.
         • Collaborate with the HR team as needed, particularly in areas such as performance appraisal data sharing and strategic workforce planning, to ensure learning initiatives are aligned with broader organizational goals.
      5. Monitoring & Reporting:
         • Monitor and evaluate the effectiveness of training programs through feedback forms, assessments, and post-training performance data.
         • Provide regular updates and reports to senior management on learning progress and impact.
         • Use evaluation results and data insights to refine learning content, delivery methods, and future training strategies for continuous improvement.
      6. HRDC Levy Monitoring & General Administration:
         • Manage HRDC grants and claim submissions in a timely and compliant manner.
         • Maintain organized records of training activities, evaluations, and expenses.
         • Administer training bond agreements with employees, ensuring proper documentation and tracking.
         • Lead the annual L&D budget planning process, including forecasting training costs, monitoring expenditures, and ensuring alignment with organizational priorities.
         • Coordinate the end-to-end training registration process, including course enrolment, liaising with training providers, processing payments, and ensuring timely completion of all administrative requirements.