Learning and Development Manager

Job Summary: -

The Learning and Development Manager role exists to support the overall business strategy and drive growth through employee training and development initiatives, with a core focus on developing and enhancing business talent and evolving Dashen’s future leaders

Key Responsibilities: -

Training Plan and Execution

• Strategic Alignment: Align strategic business objectives with comprehensive training and development plans.
• Needs Assessment: Identify organizational and individual training needs using the company strategy, performance management inputs, psychometric assessments, and regular consultations with managers, supervisors and Sr. HRBPs.
• Onboarding & Materials: Arrange systematic orientation training plans for new employees, ensure scheduled onboarding, and produce or update training materials for in-house courses.
• Sourcing & Delivery: Source, select, and manage external training and accreditation bodies, agencies, and providers, while personally planning and delivering courses when necessary.
• Networking & Skills Tracking: Create training networks, maintain relationships with local and international training institutions, and set up a system with different departments to build and maintain an employee skills matrix.
• Evaluation & Feedback: Evaluate the effectiveness of training programs through employee feedback, and provide evaluation results to the HRD, HRBP, and department managers.

Succession Planning

• Competency Framework: Assist in identifying core competencies required for excellent performance across all positions.
• Talent Pipelines: Support robust succession planning strategies to identify, develop, and promote high-potential and high-performing staff to evolve Dashen’s future leaders.
• Talent Development: Support overall business growth through targeted talent development initiatives.

Performance Management

• Process Execution: Drive the existing performance management process, inclusive of setting job objectives, mid-term performance reviews, and annual performance assessments.
• Gap Analysis: Collaborate with managers to assess development needs and conduct performance gap analyses for their respective staff.
• Capability Building: Develop and deliver training to managers, supervisors, and employees on performance management program issues, conducting appraisal phases, and handling inadequate performers.
• One on One Coaching: Ensure and drive one on one coaching for all departments for the effectiveness of performance feedback.

Technology & Systems

• Learning Management System (LMS) Administration: Oversee the implementation, administration, and daily utilization of the company's Learning Management System (LMS) and e-learning platforms to deliver and track digital learning modules.
• Digital Record Keeping: Ensure accurate digital tracking and archiving of employee training records, certifications, development plans, and compliance histories across all brewery locations.
• HRIS Integration: Collaborate with the HR and IT teams to integrate learning data with the core Human Resources Information System (HRIS) for seamless talent tracking and reporting.

Return on Investment (ROI) / Impact Measurement

• Advanced Evaluation Frameworks: Implement structured evaluation models (such as the Kirkpatrick Four-Level Training Evaluation Model) to measure learning effectiveness beyond basic feedback, assessing reaction, learning, behavior change, and business results.
• Impact & ROI Tracking: Analyze the operational and financial return on investment (ROI) for major training initiatives, linking development interventions directly to productivity gains, error reduction, and performance improvements.
• Continuous Improvement Analysis: Use data-driven insights and impact evaluations to audit existing training programs, making data-backed recommendations for program updates, budget reallocations, or vendor changes.

Reporting and Communication

• Periodic Reporting: Prepare comprehensive bimonthly and quarterly reports on key result areas related to the post, along with reports on any field visits conducted.
• Departmental Support: Assist the HR Director in preparing the annual HRD department report.
• Filing & Documentation: Work alongside the Training Officer to ensure proper filing and tracking of periodic training and development activity reports, highlighting areas for further support and strengthening.
• Employer Branding: Collaborate with the wider HR team to establish a recognizable "employer of choice" reputation internally and externally, leveraging best HR practices.

Budget

• Financial Oversight: Formulate and manage the annual training budget to ensure cost-effective delivery of development interventions.