Learning and Development Manager

JOB SUMMARY

The Learning and Development Manager is responsible for developing, coordinating, and evaluating employee learning and development initiatives at Sizanid Staffing. The role identifies training needs, develops learning programs, supports employee development, and helps build the skills and capabilities required to achieve organizational objectives.

The Learning and Development Manager works closely with HR, managers, employees, and external training providers to ensure learning programs are relevant, effective, accessible, and aligned with business and workforce needs.

KEY RESPONSIBILITIES 1. Learning & Development Strategy Develop and implement learning and development plans aligned with organizational goals. Identify employee and departmental training needs. Recommend appropriate learning programs and development initiatives. Support the development of employee career and professional development opportunities. 2. Training Program Management Plan, coordinate, and deliver employee training programs. Develop training schedules, materials, resources, and learning activities. Coordinate internal and external trainers and facilitators. Ensure training programs are delivered effectively and within agreed timelines. Maintain accurate training and participation records. 3. Training Needs & Performance Support Conduct training needs assessments using employee and organizational performance information. Work with managers to identify skills gaps and development priorities. Recommend targeted learning interventions to address identified gaps. Support managers in developing employee development plans. Align learning initiatives with performance management activities. 4. Employee Development & Career Growth Support career development and succession planning initiatives. Develop learning pathways and development opportunities for employees. Support mentoring, coaching, and professional development programs. Encourage continuous learning and knowledge-sharing across the organization. 5. Learning Evaluation & Reporting Monitor participation and completion of learning programs. Evaluate training effectiveness and employee feedback. Prepare learning and development reports for management. Track key learning and development metrics. Recommend improvements based on training outcomes and feedback. 6. Learning Systems & Resources Support the effective use of Learning Management Systems (LMS) and digital learning platforms. Maintain training materials, resources, and learning records. Identify relevant learning tools, courses, and external development opportunities. Support the implementation of online and blended learning initiatives. 7. Stakeholder & Vendor Coordination Work closely with HR, managers, and department heads to coordinate learning initiatives. Communicate training schedules and requirements to employees. Coordinate with external trainers, consultants, and learning providers. Manage training-related communications and documentation. 8. Policy & Process Improvement Support the development and implementation of learning and development policies and procedures. Ensure learning activities follow organizational guidelines. Identify opportunities to improve training processes and employee learning experiences. Support HR projects and organizational development initiatives as required. KEY PERFORMANCE INDICATORS (KPIs) Training completion rate. Employee participation in learning programs. Training effectiveness and employee feedback. Employee development plan completion rate. Skills gap improvement. Learning program delivery within budget and timelines. Employee satisfaction with training programs. Learning and development reporting accuracy. LMS and learning platform usage. Number and effectiveness of development initiatives implemented. QUALIFICATIONS Bachelor’s degree in Human Resource Management, Psychology, Education, Business Administration, Organizational Development, or a related field. Professional certification in Learning & Development, HR, Training, or a related field is an advantage. 4–6 years of experience in learning and development, training, HR, organizational development, or a related role. Experience designing, coordinating, or evaluating employee learning programs. REQUIRED SKILLS & COMPETENCIES Learning and development management Training needs assessment Training program design and coordination Employee development Performance and career development Learning Management Systems Training evaluation and reporting Strong communication and presentation skills Project management and organization Analytical and problem-solving skills Stakeholder management Microsoft Office and learning productivity tools Attention to detail Coaching and facilitation skills CORE VALUES Integrity Professionalism Accountability Collaboration Respect Excellence Continuous Improvement Innovation Employee Development WORKING RELATIONSHIPS

Internal:

Head of HR / HR Director HR Team Department Heads Managers and Supervisors Employees Senior Management

External:

Training providers Professional trainers and facilitators Learning consultants Educational institutions Professional organizations Other relevant external stakeholders ROLE EXPECTATIONS Deliver relevant and effective learning and development programs. Identify and address employee and organizational skills gaps. Maintain accurate training records and reports. Provide employees with meaningful development opportunities. Evaluate learning outcomes and continuously improve programs. Build strong relationships with managers, employees, and learning partners. Promote a culture of continuous learning and professional development. Demonstrate professionalism, creativity, collaboration, and accountability in all learning and development activities.