The Learning and Development Manager contributes to ensure that the organization is continuously building and developing its leadership, functional and technical capabilities to deliver and execute its current and future goals and strategies.
The role / function is responsible for the overall execution of Learning and Development strategies, processes and programs, including the building of the Competency Framework and Curriculum, Critical Needs Analysis (based on current and future organizational capability requirements), Framework and Program Design, and implementation of Learning and Development Solutions / Interventions (on a blended approach in the digital / virtual platform).
The role / function will be in-charge of the oversight, design and development while ensuring the implementation of the Leadership Development Program and Enterprise Architecture’s Enablement Plan.
The role will also strongly support the governance of L&D strategies, processes and programs across Food Group.
Learning & Development
Ensures that the Learning and Development needs (based on current and future requirements of the organization) are identified with appropriate strategies, roadmaps, and interventions (based on industry best practices) prioritized and implemented across the organization.
Ensures the design and implementation of learning interventions (based on 4E’s of Learning; eg. Virtual Classes, Mentoring Programs, Leadership Development Program, etc.
to support the implementation of Individual Development Plans, especially of critical talents.
Designs learning programs based on critical needs of leaders and critical talents.
Supports the active development of the high potentials and identified successors.
Strengthens and updates overall processes and policies of Food Group’s L&D to ensure governance and compliance to standards (minimizing risk and audit implications) of all L&D initiatives.
Aligns with Aboitiz Academy on Governance Items, such as Aboitiz Core Programs, and ensures implementation and compliance
Develops and implements tools or framework to check effectiveness of the different internal and external learning and interventions.
Manages, strengthens contents and implements marketing initiatives to increase participation and usage of various platforms (eg.
LinkedIn Learning, etc.).
Ensures quality implementation of L&D or Training initiatives.
Competency Profiling, Curriculum Design & Career Pathing
Revisits / reviews and strengthens the Competency Framework and overall processes.
Facilitates the competency profiling processes, specifically for functional and technical competencies.
Ensures that competency profiles are properly documented, communicated, and implemented.
Facilitates and designs the career pathing of critical functions.
Supports / Provides consultation to the design for functional curriculum for BUs (as needed).
Supports the clear identification of the future competencies related to Strategic Workforce Planning & transformation initiatives.
Enterprise Architecture’s Enablement Plan
Overall oversight and management of the Enablement Plan in collaboration with the Enablement Plan Lead / Change Management team.
Supports the budget planning for the project.
Supports the Learning Management System sourcing / implementation.
Supports the strategic oversight and critical inputs needed for the Enablement Plan.
Review, provide input and support to the design / development and delivery of training programs (in collaboration with the Enablement Plan Lead).
Coach, support teams and engage with stakeholders to help continue the building of capabilities across the organization related to the change transitions of the project.
Policies, Processes & Guidelines
Reviews and updates Learning and Development Policies and Guidelines and ensures continuous improvement, streamlining, alignment and scalability.
Bachelor’s Degree in Psychology, Behavioral Science, or any related discipline
Professional : At least 6 years of experience in Human Resources; Preferred to have experience or background in Organization Development and / or Learning and Development (Competency Management / Career Pathing / Leadership Development)
Leadership : At least 2 years of experience in managerial / leadership capacity
Optional : HR-related and / or Learning and Development-related certifications
Other Requirements :
High Learning Agility; Strong stakeholder engagement capability; Ability to deal / collaborate / manage executives