Head of Learning & Development

Role Purpose

The Head of Learning & Development provides leadership and direction for the organisation’s

learning and capability development agenda. This role is accountable for building a strong talent

pipeline, including implementing the Management Trainee Programme, and for embedding a

culture of continuous learning that supports organisational strategy, transformation, and long-term

sustainability.

1. L&D Strategy and Planning

• Develop and implement the organisation’s Learning & Development strategy aligned with business goals and workforce plans.
• Conduct organisation-wide training needs analysis (TNA) in consultation with business leaders and HR partners.
• Translate competency frameworks and future skills requirements into practical learning roadmaps.
• Prepare and manage the annual L&D plan and budget, ensuring cost-effective use of resources.

1. Learning Programme Design and Delivery

• Design, curate, and deliver learning programmes including talent development, functional skills, soft skills, compliance, and onboarding.
• Develop blended learning solutions using classroom, virtual, e-learning, and experiential learning approaches.
• Facilitate or coordinate internal and external trainers, coaches, and subject matter experts.
• Customise learning content to suit different employee segments (e.g. frontline, professionals, managers, leaders).

1. Competency Framework, Capability Building and Future Readiness

• Lead the development and governance of the organisation-wide competency framework aligned to business strategy, values, and future workforce needs.
• Identify current and future capability gaps through workforce analytics, skills assessments, and engagement with business leaders.
• Design and drive enterprise capability-building and upskilling initiatives to future-proof the workforce, including digital, leadership, professional, and critical skills.
• Develop structured learning pathways and academies that support role readiness, career progression, and organisational sustainability.
• Embed competency-based development into talent management, performance management, succession planning, and Management Trainee Programme frameworks.
• Ensure workforce readiness for transformation, change, and evolving business models through targeted reskilling and readiness programmes.

1. Internship and Management Trainee Programme

• Implement, and manage the organisation’s Internship and Management Trainee (MT) Programme to build a sustainable leadership pipeline.
• Develop structured programme frameworks including rotations, learning curriculum, on- the-job training, mentoring, and stretch assignments.
• Partner with business leaders, line managers, and HR teams to identify suitable rotation placements and project opportunities.
• Coordinate assessments, progress reviews, and development feedback for Management Trainees.
• Facilitate learning interventions such as leadership foundations, business acumen, and core professional skills for trainees.
• Monitor trainee performance, engagement, and retention, and recommend enhancements to programme design.
• Support transition of Management Trainees into substantive roles upon programme completion.

1. Learning Operations and Administration

• Manage end-to-end training operations including nominations, scheduling, logistics, and participant communications.
• Maintain accurate training records, learning dashboards, and management reports.
• Oversee the Learning Management System (LMS), including content updates, user management, and reporting.
• Ensure compliance with mandatory training and regulatory requirements.

1. Evaluation and Continuous Improvement

• Establish learning evaluation frameworks (e.g. Kirkpatrick levels) to measure effectiveness and return on investment.
• Analyse training data, feedback, and performance outcomes to improve programme design and delivery.
• Stay abreast of learning trends, digital learning innovations, and best practices to continuously enhance L&D offerings.

1. Stakeholder Management

• Partner closely with business leaders, HR colleagues, and employees to promote learning initiatives and build engagement.
• Manage relationships with external training providers, vendors, and institutions.
• Act as a trusted advisor to managers on capability building and employee development.

• Annual L&D strategy and training plan
• Effective onboarding and mandatory training programmes
• Accurate training data, reports, and dashboards
• Improved employee capability, engagement, and performance outcomes

Job Requirements

• Degree in Human Resources, Organisational Development, Education, Business, or related discipline.
• Postgraduate qualification or professional certification in Learning & Development, Organisational Development, Coaching, or Adult Learning (e.g. IHRP, CIPD, ACTA, CPTD) is strongly preferred.

• Minimum 10–15 years of progressive experience in Learning & Development, Talent
• Development, or Organisational Development roles.
• Proven track record in leading enterprise-wide L&D strategies and large-scale development programmes.
• Demonstrated experience in designing and overseeing Management Trainee development programmes.
• Experience managing budgets, vendors, and L&D teams.

• Strong strategic thinking with ability to translate business strategy into learning priorities.
• Deep expertise in management development programmes.
• Excellent stakeholder management and influencing skills at senior leadership and Board levels.
• Strong people leadership and coaching capability.
• Data-driven mindset with ability to measure impact and ROI of learning initiatives.
• Strong governance, programme management, and change management capabilities.

We regret to inform that only shortlisted candidates will be contacted.