Learning & Development Specialist

Job Title : Learning & Development Specialist Job Summary : Learning & Development Specialist is a Strategic individual contributor responsible for architecting, driving, and evaluating the organization's learning ecosystem. This role goes beyond program execution to diagnose organizational capability gaps, design innovative learning solutions, and measure their direct impact on business performance. The L&D Specialist acts as an internal consultant to business leaders, ensuring that the learning strategy is a core driver of DOKU's growth and competitive advantage in the fintech landscape. Job Responsibility : Conduct in-depth Training Needs Analysis (TNA) and Strategic Capability Gap Analysis in partnership with business leaders to anticipate future skill requirements. Architect and manage the end-to-end development of complex, multi-modal learning curriculum (e.g., Leadership Pipeline, Digital Literacy Academy, Sales Excellence Program). Facilitate high-impact, complex training sessions (e.g., leadership workshops, strategic thinking, change management) for mid-level leaders and high-potential employees Analyze learning data to produce executive-level reports on ROI, program effectiveness, and strategic recommendations for optimization. Partner with senior leaders as a trusted advisor to align L&D initiatives with critical business priorities and outcomes. Strategically source, evaluate, and manage relationships with premium external vendors, consultants, and training providers. Actively integrate L&D initiatives into the broader talent management cycle, including Onboarding, Performance Management, Succession Planning, and Career Pathing. Lead the Annual Training Plan and Budget development process, presenting the strategic rationale and expected business impact to leadership for approval. Coach and mentor junior trainers or subject matter experts on effective facilitation techniques. Job Challenge : Overcoming the perception of L&D as a cost center by consistently demonstrating the tangible business impact and financial return on investment of learning initiatives Managing diverse and often conflicting priorities from different business leaders to create a cohesive and strategically aligned L&D agenda. Rapidly diagnosing and designing effective learning solutions for emerging skills required in the fast-evolving fintech landscape, often with limited resources. Ensuring learning translates into sustained behavioral change and performance improvement on the job, which is often outside the direct control of the L&D function. Technical Competency : Instructional Design: Mastery of models like ADDIE/SAM. LMS & HRIS Administration: Proficiency in managing and reporting from learning systems. Data Analysis & ROI Measurement: Ability to analyze learning data and calculate business impact. E-Learning Development: Skill with authoring tools (e.g., Articulate 360). Curriculum Architecture: Ability to design complex, multi-module learning paths. Soft Competency : Strategic Influencing: Ability to gain commitment from leaders without formal authority. Consultative Mindset: Acting as a trusted advisor to diagnose needs and prescribe solutions. Advanced Facilitation: Engaging and managing senior-level audiences. Change Management: Navigating and mitigating resistance to new learning initiatives. Critical Thinking: Analyzing complex problems to develop pragmatic learning solutions Job Specification : Bachelor’s degree in Psychology, Human Resources, Business Administration, or a related field. A Master’s degree or relevant professional certification (e.g., CPTP, ACLP, SHRM-CP) is a plus. Minimum of 5-7 years of progressive experience in Learning & Development, Organizational Development, or Talent Management, with a proven track record of designing and implementing strategic L&D programs