Learning And Development Specialist

Section I: Job Purpose

The role holder is responsible for supporting the development and growth of our employees by designing, implementing, and managing effective learning and development programs that align with the ARM Holding’s goals. Designing, implementing, and managing talent development programs to enhance employee skills, knowledge, and performance across the organization. This role plays a critical part in fostering a culture of continuous learning, supporting employee growth, and ensuring alignment with organizational goals.

Section II: Key Responsibilities

Learning & Development Program Design

1. Develop and implement customized learning programs that align with the specific needs of teams and broader organizational goals.
2. Collaborate with leadership and department heads to understand organizational priorities and the skills required to meet them.
3. Design training programs that cater to the diverse learning needs of employees, ensuring that learning objectives are clear and achievable.
4. Create comprehensive training resources, including presentations, workbooks, e-learning content, and other learning aids that are accessible and engaging for different learner types.
5. Establish clear timelines and methods for delivering programs, making sure each initiative has defined milestones for success.

Training Delivery & Facilitation

1. Lead the delivery of engaging and impactful training sessions in a variety of formats (in-person, virtual, and blended).
2. Ensure that learning content is conveyed effectively, with an emphasis on clarity, engagement, and comprehension.
3. Foster an environment of open dialogue and encourage participation to maintain attention and enhance retention of the material.
4. Provide ongoing resources and follow-up to ensure that employees continue to build on what they’ve learned, helping to translate learning into real-world application.

Needs Assessment

1. Conduct thorough assessments to identify employee skill gaps, developmental needs, and areas where training can have the most impact.
2. Use a variety of tools such as surveys, focus groups, interviews, and performance reviews to gather information on current employee skills and areas for improvement.
3. Analyze the gathered data to pinpoint specific skills deficits or knowledge gaps that are hindering team or organizational performance.
4. Ensure that any identified training needs are directly aligned with both immediate and long-term company goals, fostering a proactive approach to addressing challenges.

Provide clear recommendations for targeted learning interventions, whether for specific teams or organization-wide training initiatives.

Talent Development Strategy

1. Create and implement a robust strategy that focuses on the growth of high-potential employees and leadership development.
2. Partner with leadership to recognize employees who show potential for future leadership or specialized roles within the organization.
3. Develop programs that equip employees with the necessary skills and experience to transition into key roles, ensuring business continuity and minimizing talent gaps.
4. Create specific training paths aimed at developing leadership qualities, including decision-making, strategic thinking, and people management.
5. Ensure that the talent development strategy is aligned with the company’s broader vision, workforce needs, and growth projections.

Learning Technologies & Tools

1. Utilize modern learning technologies to enhance the delivery and engagement of training programs.
2. Research and implement tools such as Learning Management Systems (LMS), e-learning platforms, virtual classrooms, and mobile learning solutions to enhance training delivery.
3. Ensure that the selected tools are easy for both learners and facilitators to navigate, improving accessibility and engagement with the content.
4. Regularly assess the effectiveness of existing learning technologies, making improvements or updates as needed to keep pace with evolving learning needs.
5. Explore and introduce new technology-driven learning methods like gamification, microlearning, or virtual reality to keep the learning experience fresh and engaging.

Employee Engagement & Feedback

1. Foster continuous engagement through feedback and ongoing support to drive a culture of learning.
2. Gather feedback after each training program using surveys, interviews, and performance assessments to evaluate the effectiveness of the learning experience.
3. Analyze feedback to identify areas of improvement, both for the content and delivery methods, and apply the insights to future programs.
4. Encourage employees to share their learning experiences and insights, using this information to further refine and enhance future training sessions.
5. Provide additional resources and learning opportunities post-training to ensure employees continue to build on what they’ve learned and apply it in their roles.

Continuous Improvement

1. Regularly assess and enhance training programs to ensure they remain effective and aligned with the evolving needs of the organization.
2. Continuously monitor and review the impact of training programs through data analysis, employee performance metrics, and feedback.
3. Based on evaluations, make necessary adjustments to the content, delivery format, or scheduling to optimize training outcomes.
4. Stay informed about the latest trends and best practices in learning and development to incorporate innovative approaches into the training offerings.
5. Adopt a flexible, iterative approach to program development, making ongoing improvements based on data and employee input.

Reporting & Metrics

1. Measure the effectiveness of learning programs through data-driven insights and communicate results to stakeholders.
2. Measure success through a variety of metrics, such as training completion rates, participant engagement, pre- and post-training assessments, and subsequent performance improvements.
3. Analyze the cost-effectiveness and impact of learning programs, linking training outcomes directly to business performance indicators such as productivity, employee retention, and leadership development.
4. Prepare detailed reports and presentations for senior management, demonstrating the value of L&D initiatives and their contribution to organizational success.
5. Provide data and insights that inform future training decisions and guide the allocation of resources for optimal impact.

Cross-functional Collaboration

1. Collaborate with various internal teams to ensure a cohesive and aligned approach to employee development.
2. Work closely with HR, department leaders, and senior executives to ensure that training programs are tailored to departmental needs and aligned with broader organizational strategies.
3. Build and maintain partnerships with external training providers, consultants, or subject-matter experts to bring in specialized knowledge or support when needed.
4. Ensure that learning initiatives are seamlessly integrated with other HR functions such as performance management, talent acquisition, and career development.
5. Facilitate the sharing of insights, feedback, and best practices across departments to foster a collaborative and unified approach to employee development.

Section III: Qualifications, Experience & Skills

Minimum Qualification:

1. Bachelors in the fields such as Human Resources, Psychology, Business Administration, Education, or Organizational Development.
2. Masters preferred in Human Resource Management, Organizational Development, or similar fields can be a significant advantage.
3. Certified Professional in Learning and Performance (CPLP) or Certified Talent Development Professional (CTDP) or other HR certification is an advantage.
4. Professional certification in Psychometric Tools and Assessments (BPS or equivalent) is preferable.

Experience:

1. Minimum 10 years of relevant experience in talent development, learning and development (L&D), human resources, or training roles.
2. Experience in designing and facilitating training programs, coaching, and working with various learning technologies is often preferred.
3. Experience in project management may be advantageous.

Skills:

1. Understanding adult learning principles, instructional design, and various training delivery methods (e.g., e-learning, instructor-led, blended).
2. Ability to engage and mentor individuals or groups through developmental programs.
3. Written and verbal communication is key to effectively share knowledge, conduct workshops, and interact with employees at all levels.
4. Ability to assess training needs, analyze learning data, and measure program effectiveness.
5. Ability to plan, execute, and oversee talent development programs or initiatives.
6. Familiarity with Learning Management Systems (LMS), online training platforms, and tools for remote learning is becoming increasingly important.
7. Understanding and responding to the emotional and social dynamics of teams or individuals during development processes.
8. Being able to adjust learning methods or content based on diverse learner needs, business goals, or challenges.
9. Ability to identify learning gaps and find creative ways to close them.