Job Purpose 

To enhance and expand the Learning & Development function by embedding structured practices, frameworks, and evaluation mechanisms. The role ensures training and development services are professional, business-aligned, and easy for stakeholders to access, while building organisational capability through leadership, digital, and competency-linked programs. 

Key Responsibilities 

1. Framework & Practice Development 

• Establish standardised L&D frameworks, policies, and processes. 
• Develop clear mechanisms for training requests, approvals, and feedback. 

1. Training Needs Analysis (TNA) & Planning 

• Conduct regular TNA aligned to business strategy and competency requirements. 
• Develop the annual training calendar and compliance programs. 

1. Program Delivery & Growth 

• Expand services to cover leadership development, coaching, mentoring, and digital learning. 
• Introduce blended learning approaches and promote a culture of continuous learning. 

1. Evaluation & Process Improvement 

• Apply Kirkpatrick’s 4 Levels to measure ROI and impact of training. 
• Use analytics to refine programs and report progress to management. 

1. Stakeholder Engagement  

• Build partnerships with managers to link training with performance outcomes. 
• Ensure processes are streamlined and user-friendly for employees and leaders. 

Education & Qualifications 

• Bachelor’s degree in HR, Business, Education, Psychology, or related field. 
• Preferred: CIPD Level 5/7 (L&D / HR Development) OR SHRM-CP / ATD certification. 
• Advantage: Coaching certifications, Kirkpatrick evaluation training, digital learning design (Articulate, Captivate). 

KPIs / Success Measures 

• Introduction and adoption of new L&D frameworks and processes. 
• % completion of training calendar & compliance requirements. 
• Improved stakeholder satisfaction with training services. 
• ROI demonstrated using Kirkpatrick Levels 3 & 4. 
• Increase in leadership/talent pipeline readiness. 

Skills

Core Competencies 

• L&D frameworks & instructional design 
• Training evaluation & ROI measurement 
• LMS & digital learning management 
• Project management & process improvement 
• Communication & stakeholder engagement 
• Data analysis & reporting 

Experience 

• 5–7 years in L&D or Talent Development roles. 
• Experience in building processes/frameworks for training delivery. 
• Proven track record in TNA, calendar management, program delivery, and evaluation. 
• Exposure to competency management and succession planning is highly desirab