Learning and Development Manager

McEasy, a transportation management solution to simplify complex logistics operations. is looking for a Learning & Development Manager to join our ever-growing team.

If you are a keen learner, self-driven, and looking to be a part of a team that is passionate with helping each other, we want to hear from you.

About the Role

We are looking for a hands-on Learning & Development Manager who will take ownership of building the company's Learning & Development function from the ground up.

This role will be responsible for establishing the L&D framework, developing competency standards, designing structured learning curricula, and implementing learning programs across the organization. The role will also ensure that learning initiatives are aligned with business needs and contribute to measurable improvements in employee capabilities and performance.

The ideal candidate is someone who has experience building L&D systems and programs from scratch, is comfortable working independently, and can turn business and competency needs into practical learning solutions.

Key Responsibilities

1. Build L&D Framework & Strategy

• Establish the company's Learning & Development function, including its framework, processes, policies, and annual roadmap.
• Develop an L&D strategy aligned with business objectives, organizational priorities, and workforce development needs.
• Establish training governance, including training request processes, approval mechanisms, implementation standards, and evaluation procedures.
• Develop annual learning plans, priorities, and budgets based on business needs.

2. Develop Competency Framework

• Build and establish the company's competency dictionary covering both soft skills and technical competencies.
• Collaborate with department heads and Subject Matter Experts (SMEs) to identify role-specific competencies, proficiency levels, and expected capabilities.
• Develop competency assessment methods to identify employee skill gaps.
• Translate competency assessment results into individual and departmental learning and development plans.

3. Design Learning Curriculum & Training Materials

• Develop structured learning curricula and learning paths based on job roles, competency requirements, and identified skill gaps.
• Create training modules, materials, presentations, assessments, and other learning resources for technical and non-technical functions.
• Design structured onboarding and job-specific training programs for new employees.
• Develop appropriate learning methods, including classroom training, on-the-job training, coaching, mentoring, and digital learning.
• Work with internal SMEs and external training providers to develop relevant and practical learning content.

4. Implement Learning & Development Programs

• Lead the execution of learning programs across departments, starting with priority business functions.
• Develop technical and soft skill development programs based on organizational priorities.
• Establish internal trainer and knowledge-sharing initiatives to leverage internal expertise.
• Develop leadership and talent development programs to support employee growth and future organizational needs.
• Manage external training providers, facilitators, and learning resources when required.

5. Establish Training Evaluation & Effectiveness Monitoring

• Develop a structured training evaluation framework to measure participant satisfaction, knowledge acquisition, skill improvement, and application in the workplace.
• Establish training monitoring mechanisms to track participation, completion, and employee development progress.
• Evaluate the effectiveness and business impact of learning programs.
• Prepare regular L&D reports and provide recommendations for continuous improvement.

6. Establish & Manage Learning Management System (LMS)

• Identify, recommend, and support the implementation of an LMS that meets the company's learning needs.
• Develop the LMS structure, including learning content, training modules, learning paths, and employee access.
• Manage learning records, training completion, assessment results, and employee learning progress.
• Utilize LMS data and reports to monitor learning activities and evaluate program effectiveness.

Key Performance Indicators (KPIs)

• Completion of the L&D framework and annual learning roadmap.
• Development and implementation of competency dictionary covering priority functions.
• Completion of learning curricula and training materials for priority functions.
• Achievement of the annual learning and training plan.
• Training completion rate and participant satisfaction score.
• Improvement in employee competency assessment results.
• Effectiveness of learning programs in improving employee performance.
• LMS implementation and utilization progress.

Qualification:

• Bachelor's degree (S1) in Psychology, Human Resource Management, Education, Management, or a related field.
• Minimum 5 years of experience in Learning & Development, Talent Development, or Organizational Development, with at least 2 years in a managerial or leadership role preferred.
• Proven experience in developing and implementing competency frameworks, covering both soft skills and technical competencies.
• Strong experience in designing learning curricula, training programs, and structured learning paths based on business needs and competency gaps.
• Experienced in developing training materials, learning modules, presentations, and other learning content for different employee levels and functions.
• Strong understanding of Training Needs Analysis (TNA), including identifying competency gaps through performance reviews, business needs, and organizational priorities.
• Experienced in managing the end-to-end training process, from planning and budgeting to implementation, evaluation, and continuous improvement.
• Understands training evaluation methodologies and monitoring mechanisms to measure learning effectiveness and its impact on employee performance.
• Familiar with Learning Management Systems (LMS), including course management, learning progress tracking, and training reporting.
• Strong analytical, project management, communication, and stakeholder management skills.
• Proactive, structured, and able to work collaboratively with business leaders and department heads to develop relevant learning solutions.

Preferred Qualifications:

• Experience building competency dictionaries and competency-based learning programs.
• Experience developing technical training programs for operational, engineering, service, or technology teams.
• Experience implementing LMS or digital learning platforms.
• Experience in technology, SaaS, or startup environments.

Ready to make a difference Join our team and be part of something extraordinary. Apply now!