Learning and Development Manager

Job Purpose

The Learning & Development (L&D) Manager will be responsible for designing, implementing, and overseeing the learning and development initiatives to enhance employee performance, productivity, and career growth.

This role involves identifying training needs, creating learning programs, managing training delivery, measuring effectiveness and ensuring alignment with organizational goals and talent strategies. The L&D Manager will play a key role in fostering a culture of continuous learning and development within the organization.

Key Responsibilities

Strategic

• Learning Management System (LMS) Management: Oversee the administration and utilization of the Learning Management System (LMS) to track training programs, employee participation, certifications, and course evaluations in line with Astrals needs.
• Leadership Development & Succession Planning: Collaborate with senior leadership to create and implement leadership development programs. Support succession planning by identifying high-potential employees and providing them with developmental opportunities.

Financial

• Budget Management: Manage the L&D budget, ensuring cost-effective delivery of training programs. Monitor spending and identify opportunities for cost optimization while maintaining quality.

Operational

• Training Needs Analysis: Work closely with business leaders and HRBPs to assess the skills gap and learning needs across the organization from (i) performance assessments (ii) business needs (iii) mandatory program etc
• Program Design & Development: Design and develop tailored training programs, workshops, and e-learning solutions to meet identified learning needs. Ensure content is aligned with organizational goals and incorporates industry best practices.
• Training Delivery & Facilitation: Deliver training sessions (both in-person and virtual) on various topics including leadership development, soft skills, technical skills, compliance, and more. Partner with external vendors when necessary for specialized training programs.
• Employee Development: Create career development programs, mentorship opportunities, and succession planning initiatives. Support leadership development efforts to build a robust leadership pipeline for the organization.
• Evaluation & Feedback: Develop methods for evaluating the effectiveness of training programs (e.g., feedback surveys, performance improvement metrics). Continuously improve training initiatives based on feedback and performance outcomes.
• Compliance & Legal Training: Ensure all mandatory training programs (e.g., sexual harassment prevention, diversity and inclusion, workplace safety) are delivered in a timely and effective manner. Keep track of compliance-related certifications and ensure the organization meets regulatory requirements.

People

• Employee Engagement & Retention: Promote a culture of continuous learning that supports employee engagement and retention. Foster an environment where learning is viewed as an integral part of career growth and personal development.