The Training & Development Manager plays a strategic and operational role in leading the Learning & Development (L&D) function across the organization. This position is responsible for designing, implementing, and evaluating training programs that enhance employee performance, engagement, and capability across commercial, technical, and support teams. The role includes end-to-end management of the learning assistance process, training budget oversight, content development, and coordinating the company-wide training.
Role Responsibilities
Learning Strategy & Capability Development
- Develop and continuously improve the Training & Development Framework in alignment with business priorities.
- Conduct annual and cyclical Training Needs Assessments (TNA) for all divisions and staff categories (Executives, Directors, Managers, General Staff).
- Translate organizational capability gaps into structured learning paths, development programs, and leadership interventions.
Program Design & Curriculum Development
- Develop competency-aligned learning content for technical, commercial, support, and leadership teams.
- Oversee development of core training programs including onboarding, customer excellence, compliance, product knowledge, leadership development, coaching skills, and CONNECT Values integration.
- Create blended learning programs (virtual, classroom, LMS modules, simulations, on-the-job learning).
Training Delivery, Coordination & Management
- Coordinate all training activities, ensuring consistency, quality, and attendance across divisions.
- Facilitate key training sessions as required covering leadership and people management.
- Identify training solutions for: content uploading, learner assignments, tracking, reporting, and completion monitoring.
- Ensure divisional training calendars are up-to-date and aligned with the company-wide annual training calendar.
Performance Support & Development Planning
- Work with line managers to integrate development actions into performance management cycles, including IDPs (Individual Development Plans).
- Coach line managers on identifying development opportunities and embedding learning into daily operations.
- Support capability interventions arising from performance reviews and 1:1 conversations.
Monitoring, Evaluation & Reporting
- Implement the training evaluation framework to assess the impact of all learning activities.
- Track return on learning investment, learner engagement, performance uplift, and capability indicators.
- Prepare monthly and quarterly training dashboards and reports.
Stakeholder Engagement & Collaboration
- Partner with division heads to develop relevant training programs.
- Work closely with division heads to embed learning as part of the employee experience and performance management cycle.
- Collaborate on learning campaigns and CONNECT Values activation as part of building culture.
Vendor, Budget & Policy Management
- Manage external training providers, ensuring they meet poa! quality and value standards.
- Manage the annual learning budget, ensuring optimal allocation, cost tracking, and value realization.
- Ensure adherence to the HR Manual, Training Policy, Learning & Development Framework, and Learning Assistance Process.
Key Competencies Required for the Role
- Expertise in instructional design and adult learning methodologies tailored to different department needs.
- Strong communication, presentation, and facilitation skills to engage with various departments.
- Proficiency in performance tracking, and data analysis tools to assess training effectiveness.
- Ability to collaborate with stakeholders across departments to ensure training aligns with organizational goals and enhances overall performance.
- Strong project management skills to handle multiple training initiatives simultaneously.
Academic Qualifications & Experience
- Academic Qualifications: Bachelor’s degree in Education, HR, Business, Organizational Development, or related field.
- Mandatory Requirements:
- Minimum 5 years of experience in Training & Development, preferably within commercial, technical, and customer-facing environments.
- At least 2 years managing learning programs or learning systems.
- Experience in competency frameworks, adult learning methodologies, and performance-linked capability development.
