Office location: Pasig City

Work setup: Full Onsite

Schedule: Monday to Friday, Dayshift

Role Overview

The Learning and Development Manager is responsible for leading the organization's learning, capability-building, and talent development initiatives to support business growth and workforce effectiveness. The role drives the design, implementation, and evaluation of learning strategies, leadership development programs, and competency-based interventions while partnering closely with business leaders and HR stakeholders to build organizational capability. This position plays a key role in fostering a culture of continuous learning, leadership excellence, and employee development across the organization.

Qualifications

• Bachelor's Degree in Psychology, Human Resources, Business Administration, Education, Organizational Development, or a related field.
• At least 5–7 years of progressive experience in Learning and Development, Talent Development, or related HR functions, including experience leading enterprise-wide learning initiatives.
• Highly preferred: Experience within telecommunications, technology, digital services, or other fast-paced, transformation-driven industries.
• Proven experience in training needs analysis, learning strategy development, instructional design, and program management.
• Strong background in leadership development, succession planning, and competency-based talent development programs.
• Demonstrated experience facilitating training programs and engaging senior stakeholders across the organization.
• Experience designing and implementing blended learning solutions, including classroom, virtual, and digital learning platforms.
• Familiarity with Learning Management Systems (LMS), learning analytics, and training effectiveness measurement.
• Proficiency in Microsoft Office applications, particularly PowerPoint and Excel.

Key Responsibilities

Learning Strategy and Capability Development

• Develop and implement learning and development strategies aligned with organizational objectives and workforce capability requirements.
• Partner with business leaders and HR teams to identify critical skill gaps and prioritize development initiatives.
• Drive a culture of continuous learning and professional development across the organization.

Learning Needs Assessment and Program Design

• Lead enterprise-wide training needs analyses to identify current and future capability requirements.
• Design, develop, and oversee learning programs covering technical, functional, leadership, and behavioral competencies.
• Ensure learning frameworks, curricula, and development pathways align with organizational goals and competency models.

Training Delivery and Learning Management

• Oversee the delivery of instructor-led, virtual, and blended learning programs.
• Facilitate leadership, management, and organizational development programs as needed.
• Manage relationships with external learning providers, consultants, and training partners.
• Ensure effective implementation of onboarding, employee development, and career progression programs.

Learning Operations and Governance

• Oversee learning calendars, training budgets, LMS administration, and learning records management.
• Establish learning policies, standards, and governance processes to ensure consistency and effectiveness.
• Monitor training utilization, participation rates, and program completion metrics.

Evaluation and Continuous Improvement

• Define and track key learning and development metrics to measure program effectiveness and business impact.
• Analyze participant feedback, assessment results, and performance indicators to drive continuous improvement.
• Stay informed of emerging learning technologies, industry trends, and best practices to enhance organizational capability.

Leadership and Talent Development

• Lead initiatives related to leadership development, succession planning, and high-potential employee programs.
• Support the implementation and enhancement of competency frameworks and career development pathways.
• Collaborate with HR and business leaders to strengthen talent pipelines and organizational readiness for future growth.