I. Main Responsibilities
A. Training Strategy
- Develop and maintain a Competency Framework for different roles.
- Prepare annual / quarterly / monthly training plans.
- Conduct Training Needs Analysis (TNA).
- Own and manage the training budget, ensuring cost optimization and measurable ROI
B. Training Design & Delivery
- Design and develop training programs such as:
- Onboarding / Orientation
- Sales & Customer Service Skills
- Leadership & Management Skills
- Company Culture & Values
- Organize classroom, virtual, and e-learning sessions.
- Manage LMS (Learning Management System) if applicable.
- Evaluate training effectiveness (e.g., Kirkpatrick Model).
C. Organizational Development (OD)
- Standardize workflows and internal processes.
- Contribute to:
- Career Path frameworks
- Succession Planning
- Talent Pool development
- Support restructuring or expansion projects.
- Define and track L&D KPIs and dashboards, such as:
- Training effectiveness & ROI
- Capability improvement
- Training completion & engagement rates
- Integrate L&D with key HR processes:
- Performance Review
- KPI tracking
- Engagement Survey
- Lead data analysis and reporting, providing actionable insights and recommendations to leadership
- Leverage tools (e.g., Excel, Power BI, LMS analytics) to automate reporting and improve decision-making
D. Team Management
- Lead, coach, and develop L&D team members (Executives, Trainers)
- Build internal training capability:
- Develop internal trainers / facilitators
- Promote a learning culture across the organization
- Ensure high standards of execution, timelines, and learning outcome
E. Cross-Functional Collaboration
- Work closely with:
- Retail / Operations
- Marketing
- HR Business Partners
- Collect feedback from Store
F. Employer Branding, Internal Branding & Social Media
- Build and drive internal learning culture & branding, including:
- Promote learning initiatives and success stories internally
- Develop campaigns to increase training engagement and participation
- Partner with HR and Marketing to strengthen employer branding through learning
- Develop and manage external content related to people development.
- Employee growth journeys
- Leverage social media platforms to attract talent and enhance company imageManagers and Line Managers.
G. Reporting & Measurement
- Track and report training KPIs such as:
- Training hours per employee per year
- Course completion rates
- Impact on sales or performance
- Analyze employee capability and development data.
II. Requirements for the Role
Education & Experience
- Bachelor’s degree in Human Resources, Education, Business Administration, Psychology, or related fields.
- 4–6 years of experience in Learning & Development / Training.
- Strong experience in L&D strategy, Organizational Development, and Talent Management
- Proven capability in data analysis, reporting, and dashboard development
- Experience in LMS management and learning digitalization
- Strong understanding of:
- Performance Management
- Employee Engagement
- KPI frameworks
- Experience in retail / fast-paced environment is a strong advantage
- Leadership and stakeholder management skills
- Experience in Retail, FMCG, or multi-branch organizations is highly preferred.
Professional Knowledge
- Instructional Design methodologies.
- Competency Framework development.
- Performance Management systems.
- Change Management (a plus).
Skills
- Training material design (PowerPoint, Canva, Articulate, etc.).
- Presentation and facilitation skills.
- Project management.
- Basic data analysis (Excel / BI tools).
- Strong communication and influencing skills.
Personal Attributes
- Energetic and creative.
- Systematic and strategic thinking.
- Leadership and stakeholder management capability.
- Adaptable in fast-changing environments.