L&D Manager (Learning and Talent Development

• L&D Manager (Learning and Talent Development | LMS)
• 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.