1. Support the Head of Learning and Development to formulate learning and development objectives and strategies, manage the implementation of the strategies and interventions.
2. Review learning and development programs and implement revised/new interventions to provide a more comprehensive suite of programs.
3. These interventions should include professional/functional, soft skills and leadership development programs for different levels of employees to meet the company’s needs for deep and board functional banking expertise and a strong leadership bench.
4. Work closely with business leaders to assess fundamental and business critical development needs for their staff for the short and longer terms.
5. Asses and recommend different development approaches including classroom training and on the job training, and appropriate training pedagogy and methodologies.
6. Develop and review curricula to ensure applicability and effectiveness of training.
7. Develop internal training resources and identify external consultants and vendors where appropriate. Work effectively with these resources to deliver the interventions. Where necessary and appropriate, be able to conduct training himself/herself.
8. Manage the roll-out of programs and interventions to meet the agreed business needs. Put in place measures for assessing the effectiveness of these programs. Manage the cost of the programs.
9. Manage to roll out of talent management and Hi-Po development programs. To cofacilitate the Division Talent Council sessions and to track and report on developing action plans for talents.
10. Work with HR Partners and other parties in HR to assess development needs, recommend appropriate interventions, and support the development of a highly competent and professional workforce and leadership in the bank.

1. University degree with additional professional qualification in HR.
2. At least 10 years’ experience in large companies, preferably in the banking sector and/or emerging markets. Has performed role in learning and development specialist with good working knowledge of other areas of HR such as talent assessment and career development.
3. Able to support business leaders in proactively identifying learning and development needs, recommending solutions and implementing the appropriate interventions.