Private Advertiser | Manager, Talent Development
2 days ago
Job Purpose:
The
Talent Development Manager
is responsible for designing, implementing, and managing development programs that support the professional growth of employees across the organization. Acting as a key partner to the Head of People Team, you’ll be responsible for developing and implementing comprehensive talent management frameworks designed to attract, nurture, and retain top talent. You’ll also focus on creating policies, career path frameworks and talent pipeline programs that support both the immediate and long-term needs of the business, ensuring that the organization has a robust and high-performing workforce.
This role oversees talent reviews, assessments and succession planning as well as drive initiatives that develop leadership capabilities and functional competencies across the organization. You’ll be tasked with managing high-potential employee programs, mentorship schemes and other pipeline initiatives including scholarships and overseas management programs.
Key Responsibilities:
Talent Development Strategy & Learning Needs Assessment:
Develop and implement a comprehensive regional talent development strategy aligned with the company’s strategic goals and cultural values.
Lead initiatives focused on leadership development, high-potential identification, and succession planning across regions and departments.
Partner with department heads and leadership to conduct learning needs analysis and define learning objectives based on company goals and employee development plans.
Assess the effectiveness of learning programs and recommend improvements or new initiatives to enhance employee skills and performance.
Create personalized learning pathways and career development plans (CDP) for high-potential employees.
Learning Program Design & Delivery:
Develop and implement comprehensive learning and development strategies that address the skill gaps and growth opportunities within the organization.
Design, curate, and facilitate a variety of training programs, including leadership development, soft skills training (e.g. Problem Solving & Decision Making, 7 habits of highly effective people etc.), technical training, and team-building workshops.
Deliver engaging, interactive learning sessions to diverse groups, ensuring alignment with organizational goals and employee needs.
Leadership Development:
Lead leadership development initiatives, utilizing proven methodologies and certifications to empower managers and executives.
Implement and oversee mentorship programs, coaching sessions, and leadership workshops to enhance management capabilities and build a pipeline of future leaders.
Learning Program Management:
Oversee the administration of training programs, including scheduling, coordination, tracking attendance, and managing budgets.
Maintain a library of training materials and resources, ensuring they are up-to-date and relevant to organizational needs.
Leverage digital learning platforms and tools to facilitate eLearning modules, webinars, and blended learning opportunities.
Evaluation & Continuous Improvement:
Measure and report on the effectiveness of learning programs using key performance indicators (KPIs) such as employee feedback, learning retention, and performance improvement.
Conduct post-learning evaluations to gather feedback and adjust content or delivery methods as necessary to improve outcomes.
Stay up to date with the latest trends and best practices in Talent development, incorporating new methodologies and technologies to enhance learning offerings.
Collaboration & Stakeholder Engagement:
Work closely with HRBPs and department managers to ensure learning initiatives align with performance management processes and career development frameworks.
Serve as a trusted advisor to leadership, offering insights and recommendations on talent development strategies and employee learning initiatives.
Employee Engagement & Retention:
Promote a culture of learning and personal development across the organization, encouraging employees to actively participate in training opportunities.
Develop recognition programs to celebrate training achievements and employee progress, fostering motivation and retention.
Qualifications:
Education: Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field of study.
Certifications: Certification in recognized learning programs such as 7 Habits of Highly Effective People, or other relevant development certifications is highly advantageous.
Experience: A minimum of 8 years of experience in Learning and Development, with a proven track record of designing and delivering learning programs. Experience in leadership development and organizational learning initiatives is highly preferred.
Skills:
Strong facilitation and presentation skills, with the ability to engage and inspire employees at all levels.
Expertise in adult learning principles and instructional design methodologies.
Experience with Learning Management Systems (LMS) and eLearning platforms.
Strong communication, organizational, and interpersonal skills.
Ability to analyze data and feedback to drive continuous improvement in learning programs.
High level of empathy and emotional intelligence, essential for coaching and mentoring.
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