တိုင်ကြားမှု အောင်မြင်ပါသည်

1. Overall Responsibilities

        The Manager – Learning & Development is responsible for developing and executing the organization's learning and capability development strategy to build a high-performing workforce and support business growth. The role leads to the design, implementation, and continuous improvement of learning initiatives across GRG, ensuring alignment with business objectives, talent development priorities, and organizational capability requirements. The Manager partners closely with business leaders to establish a strong learning culture, strengthen leadership capability, and drive workforce readiness for current and future business needs.

       Learning & Development Strategy

• Develop and implement the organization's Learning & Development strategy aligned with business goals and people priorities.
• Establish annual learning plans and capability-building roadmaps for all functions.
• Partner with senior leadership to identify organizational capability requirements and future workforce development needs.
• Drive a culture of continuous learning and employee development across the organization.
• Manage the L&D budget and ensure effective utilization of learning resources.

Organizational Capability & Training Needs Analysis

• Lead organization-wide training needs analysis using business strategies, workforce planning, competency assessments, and performance data.
• Collaborate with business leaders to identify critical capability gaps and prioritize learning initiatives.
• Develop capability development frameworks that support succession planning and organizational growth.
• Recommend strategic learning solutions to address current and future business challenges.

Learning Program Design & Development

• Oversee the design and implementation of corporate learning programs, leadership development, technical training, compliance, functional capability, and behavioral development initiatives.
• Ensure learning programs align with organizational competencies, operational standards, and business objectives.
• Lead the development and continuous enhancement of learning curricula, digital learning solutions, and blended learning approaches.
• Collaborate with internal subject matter experts and external learning partners to deliver high-quality development programs.

Learning Delivery & Leadership Development

• Oversee the execution of learning programs across all business functions.
• Facilitate leadership development programs, management workshops, and strategic learning initiatives where appropriate.
• Ensure effective onboarding and induction programs for new employees.
• Strengthening coaching, mentoring, and on-the-job learning practices across the organization.
• Manage external training providers and learning consultants to ensure quality and value.

Performance & Talent Development

• Partner with HC Business Partners and department leaders to integrate learning initiatives with performance management and talent development processes.
• Lead competency framework implementation and continuous enhancement.
• Drive Individual Development Plan (IDP) implementation for employees and high-potential talent.
• Support leadership development, succession planning, and career development initiatives.
• Develop capability-building strategies for critical business functions.

Evaluation & Continuous Improvement

• Establish key performance indicators (KPIs) and metrics to measure learning effectiveness and business impact.
• Analyze learning data, employee feedback, competency improvements, and operational performance to evaluate program effectiveness.
• Present learning insights and recommendations to senior management.
• Continuously improve learning strategies, methodologies, and delivery approaches based on business needs and industry best practices.

Stakeholder Management

• Build strong partnerships with business leaders to position Learning & Development as a strategic business partner.
• Advise department heads on capability development strategies and workforce readiness.
• Influence leaders to foster a culture of learning, coaching, and continuous improvement.
• Represent the Learning & Development function in cross-functional projects and organizational initiatives.

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, Education, or related subject.
• Professional certifications in Learning & Development, Talent Management, Coaching, or Human Resources (e.g., CIPD, SHRM, ATD/CPTD) are preferred.
• Minimum 8–10 years of progressive experience in Learning & Development, Talent Development, Organizational Development, or Human Resources.
• At least 3–5 years of experience in a managerial or leadership role, leading an L&D function or team.
• Proven experience in developing and implementing organization-wide learning and capability development strategies.
• Experience in leadership development, competency framework design, succession planning, and talent development.
• Experience working in a manufacturing, FMCG, or industrial environment is highly preferred.
• Experience managing learning budgets, external vendors, and large-scale learning projects.
• Develop and execute Learning & Development strategies aligned with business objectives.
• Lead capability building, leadership development, and succession planning initiatives.
• Manage organizational learning, training needs analysis, and competency frameworks.
• Drive organizational change through effective learning and development solutions.
• Lead, coach, and develop the L&D team while fostering a culture of continuous learning.
• Partner with business leaders and stakeholders to deliver impactful people development solutions.
• Manage learning projects, budgets, vendors, and the Learning Management System (LMS).
• Evaluate learning effectiveness and continuously improve programs using data and business outcomes.
• Demonstrate strong strategic thinking, business acumen, stakeholder management, and project management skills.