Software Development Lifecycle SDLC Specialist

MAIN PURPOSE OF THE JOB
The Learning & Development (L&D) Specialist with a Change Management focus will be responsible for designing, implementing, and managing learning programs that drive employee growth, enhance leadership capabilities, and support business transformation.

This role will integrate change management strategies to ensure smooth adoption of new policies, processes, and technologies while fostering a culture of continuous learning and adaptability.

KEY AREAS OF RESPONSIBILITY

1. Learning Strategy & Change-Driven Training Programs
   Develop and execute L&D strategies aligned with business goals and upcoming organizational changes.
   Design and deliver training programs that help employees adapt to new policies, systems, and structural changes.
   Work closely with department heads to identify skill gaps and create training roadmaps that support business transformation.
   Ensure all training initiatives reinforce a culture of agility, innovation, and continuous improvement.
2. Change Management Integration & Employee Readiness
   Develop change management training modules to help employees and leaders navigate transitions effectively.
   Implement training on adaptability, resilience, and problem-solving during change.
   Conduct impact assessments and feedback sessions to understand employee concerns during change initiatives.
   Create communication strategies to ensure employees understand the "why" behind organizational changes.
3. Leadership Development & Change Resilience
   Design and facilitate leadership development programs that equip managers to lead through change.
   Coach and train leaders on managing resistance, effective communication, and driving engagement.
   Establish mentorship and coaching programs to support employees during periods of transition.
   Partner with senior management to align training initiatives with business transformation goals.
4. Learning Technology & Performance Tracking
   Leverage Learning Management Systems (LMS) to deliver and track training programs.
   Implement digital learning solutions such as microlearning, AI-driven learning paths, and gamification.
   Use data analytics to measure the effectiveness of training programs and adjust strategies accordingly.
   Ensure training completion, engagement, and retention metrics are tracked and reported.
5. Organizational Culture & Continuous Learning
   Drive a learning culture by embedding L&D into daily business operations.
   Lead initiatives that promote employee career growth and upskilling.
   Foster an environment where employees feel supported in their professional development.
   Partner with HR to align L&D initiatives with performance management, career progression, and employee engagement strategies.

SKILLS AND PERSONAL ATTRIBUTES

1. Bachelor's degree in Human Resources, Organizational Development, Education, or a related field.
2. 5+ years of experience in L&D, change management, or organizational development.
3. Certification in Change Management (e.g., Prosci, Kotter) is a plus.
4. Experience developing leadership and change training programs.
5. Strong knowledge of adult learning principles, instructional design, and training facilitation.
6. Proficiency in LMS platforms and digital learning technologies.
7. Excellent communication, coaching, and stakeholder management skills.

KEY SUCCESS METRICS

1. Increased employee engagement and confidence in navigating change.
2. Improved leadership effectiveness in managing transitions.
3. Higher training completion and knowledge retention rates.
4. Enhanced alignment of L&D with business transformation goals.