About the job
Are you driven by a passion for fostering personal and professional growth, enhancing capabilities, and designing impactful development experiences? We invite you to become a vital part of our organization as a Learning & Development Partner. In this role, you will spearhead comprehensive learning initiatives that make a tangible difference across the organization.
About the Role
As the Learning & Development Partner, you will be responsible for the design, delivery, and evaluation of high-quality learning solutions tailored to enhance employee capabilities throughout their journey—ranging from onboarding and operational training to leadership and management development.
In your capacity as a trusted advisor, you will collaborate with leaders, HR, and subject matter experts to assess capability needs, facilitating the development of programs that effectively enhance performance. You will promote a culture of continuous learning and implement innovative, modern approaches to learning and development across the organization.
Key Responsibilities
Learning Needs Analysis & Stakeholder Engagement
- Strategically partner with leaders to grasp business priorities and future capability requirements.
- Identify skills and performance gaps through data analysis, insights, stakeholder consultations, and direct observations.
- Lead structured Learning Needs Analysis (LNA) and Training Needs Analysis (TNA) to identify root causes and development opportunities.
- Challenge and influence stakeholders to ensure that learning solutions are grounded in evidence and effectiveness.
Program Design & Development
- Oversee end-to-end L&D project management, encompassing scoping, design, delivery, communication, and evaluation.
- Contribute to organizational change initiatives by designing and implementing training workstreams.
- Develop engaging blended learning solutions that focus on:
- Operational and role-specific skills
- Behavioral and personal effectiveness
Delivery & Facilitation
- Facilitate workshops, development programs, and training sessions catering to all levels from early careers to senior leadership.
- Provide coaching, group facilitation, and action-learning experiences to foster behavioral change.
Evaluation & Continuous Improvement
- Assess impact through data analysis, feedback, and performance metrics.
- Utilize models such as Kirkpatrick to refine and enhance learning initiatives.
- Focus on building long-term capabilities rather than one-off training sessions.
Learning Culture & Innovation
- Advocate for a culture of curiosity, learning, and continuous improvement.
- Remain informed about industry trends and bring innovative learning methods (digital learning, coaching, simulations, 70:20:10 model, etc.) to fruition.
Develop accessible learning pathways that promote self-directed development.