About The Role

Analyse business requirements, target roles, participant profiles, performance gaps and operational context to define clear learning outcomes and an appropriate training approach.
Design role-based curricula, learning journeys, course outlines and detailed session plans with logical sequencing, duration, delivery method, practice requirements and assessment points.
Develop facilitator guides, participant workbooks, presentations, job aids, case studies, activities, simulations, observation checklists, practical exercises and digital-learning content as required.
Create measurable learning objectives and assessment blueprints, including baseline, formative, summative and practical assessments aligned to the expected job capability.
Apply adult-learning principles and suitable instructional-design models while adapting content for participants with different education levels, languages and workplace exposure.
Work with subject-matter experts, program owners, delivery leads, trainers and business stakeholders to capture technical inputs, validate accuracy and obtain timely content approval.
Convert complex technical or operational information into clear, simple and visually understandable learning content without diluting critical safety, quality or process requirements.
Define trainer requirements, training infrastructure, equipment, batch size, delivery duration and other program dependencies needed for successful implementation.
Pilot or observe training delivery, collect feedback and assessment evidence, and revise the learning solution based on learner performance and stakeholder inputs.
Maintain version control, standard templates, content repositories and approval records so that current and authorised materials are used across all locations.
Support program delivery through trainer briefing, content orientation, quality checks, training audits and resolution of design-related issues during implementation.
Use training data and effectiveness results to recommend improvements in curriculum, methodology, practice intensity, assessment design and reinforcement mechanisms.
Bachelor’s or master’s degree in Education, Instructional Design, Learning and Development, Psychology, Human Resources, Engineering, Management or a related discipline.
Preferred minimum 5 years of experience in instructional design, curriculum development, technical training design, learning solutioning or program design, preferably in an industrial or workforce-skilling environment.
Demonstrated experience in needs analysis, competency mapping, curriculum design, session-plan development, assessment design and creation of trainer and learner materials.
Working knowledge of adult-learning principles, instructional-design methodologies, blended learning and evaluation of training effectiveness.
Proficiency in Microsoft Word, PowerPoint and Excel; exposure to e-learning authoring tools, learning management systems or digital-content platforms is desirable.
Strong writing, visual structuring, stakeholder-management, project-planning, quality-review and version-control skills.

Ability to understand technical subject matter, ask structured questions, work with multiple subject-matter experts and translate inputs into practical learning solutions.