Learning and Development Specialist Featured

Job Summary:

The role is responsible for driving the organization’s Learning & Development and Organizational Development agenda through strategic training initiatives, leadership development, succession planning, and talent management. It will focus on building organizational capabilities, developing future leaders, implementing a digital e-Academy, and leveraging people analytics to strengthen talent pipelines and ensure long-term organizational effectiveness.

Key Responsibilities:

Training Needs Analysis & Curriculum Strategy

• Design and conduct periodic company-wide Training Needs Analysis (behavioral & functional).
• Identify capability gaps and translate findings into a prioritized enterprise learning agenda.
• Own curriculum design and redesign for all strategic and leadership programs, working closely with stakeholders who deliver day-to-day sales & product training at all levels.
• Design and implement learning methods (70/20/10, job shadowing, coaching, digital/classroom learning, etc.) appropriate to each audience

Succession Planning & Talent Pipeline

• Design and implement a company-wide succession planning framework for critical and key-person roles.
• Identify High-Potential employees (HiPOs) and build Individual Development Plans (IDPs) aligned to departmental objectives. 9 grid box implementations.
• Maintain a talent pipeline dashboard for Director HR & Compliance and Board-level reporting, directly addressing supervisory expectations on key-person risk.

Future Leaders Program & Leadership Development

• Design and roll out TS Future Leaders Program.
• Develop in-house resources/trainers/ through formal training interventions, learning opportunities, professional certifications and coaching.
• Support the readiness of HiPOs for future roles through structured leadership development interventions.

Digital e-Academy & Learning Technology

• Design and implement digital e-Academy, migrating relevant training content to digital/self-paced formats.
• Select and manage learning technology platforms and vendors, in coordination with the Rewards & Digital HR function.
• Ensure digital learning content is accessible and effective across Head Office and other sites.
• Develop and manage the training budget and negotiate vendor contracts.

Learning & Talent Analytics

• Build dashboards and reporting on training completion, effectiveness and return on investment.
• Use people analytics to inform learning priorities, succession decisions and organizational development plans.
• Report periodically to the Board and Director HR on organizational capability and key-person risk.

Requirements:

Education

• Master’s degree in Human Resource Management, Organizational Development, Business Administration, or a related field from a HEC recognized/overseas university.
• Certification in Organizational Development, coaching, or instructional design will be an added advantage.

Duration and Nature of Previous Experience

• Minimum 3-5 years of progressive HR experience, including at least 2 years focused on Learning & Development, Organizational Development, or succession planning, ideally in same industry or related. Experience designing or implementing digital learning platforms (e-Academy) is strongly preferred. International exposure is a plus.

Skills

• Strong instructional design and curriculum development skills.
• Demonstrated expertise in succession planning and talent management frameworks.
• Strong facilitation and coaching skills.
• Ability to analyze complex data and provide actionable insights.
• Excellent stakeholder management skills, including with senior leadership and the Board.
• Strong project management principles and application.
• Exhibits and upholds TS values and social performance objectives.

Benefits:

• Gym Facility
• Medical Insurance
• Paid Leave
• Provident Fund + EOBI
• Training Programs
• Market Competitive Salary
• Transportation Allowance for Females
• Career Progression