An organization committed to strengthening its human capital infrastructure and advancing professional capability development is seeking to fill key roles within its Human Resources and Learning divisions. These roles play an integral part in shaping, implementing and monitoring learning strategies that support organizational effectiveness, performance improvement and long-term growth. As the modern workplace continues to evolve, the need to foster responsive, adaptive and strategically aligned learning frameworks has become increasingly vital. The employer is therefore expanding its team to include highly experienced professionals who will drive learning, talent development and performance enhancement initiatives across the institution.
The roles outlined in this advert cover leadership, strategic development, training operations and capability-building responsibilities. Each position is designed to work collaboratively with business leaders, HR teams and subject-matter experts to ensure that learning initiatives respond effectively to organizational demands. The employer is looking for individuals who can influence, empower and lead transformative development interventions that support the organization’s people strategy.
The following sections outline the detailed job descriptions for each position, presented in a clear and structured manner to ensure candidates fully understand the scope and expectations of each role.
Manager Learning & Development
Job Description
The Manager Learning & Development will be responsible for overseeing the design, coordination and execution of learning programs that enhance employee skills, knowledge and performance. This role will work across multiple departments to ensure training initiatives are aligned with organizational goals and integrated into the overall HR strategy.
The individual in this position will lead the planning and delivery of training interventions across the business. This includes identifying skill gaps, developing training schedules, coordinating with facilitators and ensuring that all learning activities are delivered within scheduled timelines and quality expectations. The manager will engage closely with stakeholders to determine training needs and ensure that learning content meets professional and operational standards.
A key element of the role includes evaluating the impact of learning programs. This involves collecting feedback from participants, analyzing performance improvements, and determining whether the training provided meets business needs. Where necessary, the manager will recommend modifications or new programs to enhance learning outcomes.
The role also requires managing learning resources, including maintaining training records, managing e-learning platforms, and ensuring that learning materials are up to date. The manager will oversee both virtual and in-person training sessions and must ensure that all logistical elements are adequately coordinated.
Additionally, the position requires the development of annual training plans. These plans must be based on organizational strategies, departmental skills assessments, and projected capability needs. The manager will ensure that the learning calendar is well-structured, communicated and implemented across all levels of the organization.
Instructional design support forms another important component of the job. The manager may be required to work with content developers or subject-matter experts to create or adjust learning materials. These materials may include presentations, course outlines, assessments, job aids and other learning tools. The goal is to ensure training content remains engaging, relevant and effective.
The Manager Learning & Development is expected to collaborate with HR leaders to support broader talent and performance initiatives. This may include aligning learning interventions with succession plans, leadership development frameworks or performance improvement strategies. Furthermore, the manager will maintain ongoing communication with supervisors and managers to ensure training needs are continuously monitored and addressed.
The role also includes overseeing compliance-related training where applicable. The manager will ensure that mandatory or regulatory training requirements are met and that the organization remains compliant with all learning-related obligations.
Finally, the role requires budget monitoring for learning and development activities. The manager will track spending for training programs, manage vendor contracts where applicable and ensure that expenditures align with approved budgets.
Human Resources (HR)
Job Description
The Human Resources position included in this advert covers a broad range of responsibilities aimed at supporting the organization’s workforce management, employee engagement and HR operational processes. The role serves as an important connection between employees, management and external partners to ensure that human resources functions are executed efficiently and aligned with organizational priorities.
Core responsibilities include supporting the recruitment and onboarding of new employees. This involves preparing job descriptions, coordinating interviews, conducting pre-employment checks and managing induction activities to ensure new hires are integrated smoothly into the organization.
Employee relations management is a central aspect of this position. The HR professional will respond to employee inquiries, assist in conflict resolution, support disciplinary procedures and ensure that staff issues are addressed promptly and appropriately. Maintaining a positive working environment through fair and consistent HR practices will be essential.
The individual will also manage HR documentation and data. This includes maintaining employee records, updating HR systems, preparing reports and ensuring data accuracy. Responsibilities extend to monitoring staff attendance, leave records and performance documentation.
Performance management support is another major component of the role. The HR professional will coordinate appraisal cycles, assist managers in setting goals, track completion of performance reviews and support follow-up actions such as development plans or performance improvement initiatives.
The position requires involvement in compensation and benefits administration. Tasks may include processing payroll information, managing staff benefits, responding to compensation-related queries and assisting in annual salary review exercises. Ensuring accuracy and confidentiality of all data processed is critical.
Policy implementation and compliance also fall within the HR role. The individual will help ensure that HR policies are communicated, understood and adhered to by employees. They may participate in policy reviews, assist in policy development and ensure that all HR procedures comply with relevant legislation.
Learning and development coordination may be required in partnership with the Learning & Development team. This includes helping with training logistics, communicating learning programs and supporting employee development initiatives.
The HR position additionally involves contributing to employee engagement activities. This may include organizing team-building events, coordinating staff wellness programs and participating in initiatives aimed at improving workplace culture.
Finally, the role requires supporting HR reporting and analytics. This includes preparing monthly or quarterly HR dashboards, tracking key HR metrics and generating insights that support strategic decision-making.
Learning & Talent Development Head
Job Description
The Learning & Talent Development Head will serve as the strategic lead for the organization’s learning, talent management and leadership development agenda. This position carries overarching responsibility for shaping the organization’s long-term capability strategy and ensuring that all learning initiatives are aligned with business objectives.
The role requires the development and execution of a comprehensive learning and talent development strategy. This includes aligning learning frameworks with organizational priorities, identifying critical capability needs and leading efforts to address both current and future skills requirements. The Head will collaborate extensively with executive leadership, HR senior managers and departmental heads to develop a unified, organization-wide development strategy.
A major focus of the role is leadership development. The Head will design and implement leadership development pathways that support emerging leaders, mid-level managers and senior executives. This may include succession planning, talent reviews, mentoring programs, executive coaching frameworks and leadership workshops. The objective is to ensure strong leadership continuity and the development of a high-performing leadership pipeline.
Talent management oversight is another significant responsibility. The Head will guide and monitor processes such as workforce planning, high-potential talent identification, career development programs and mobility initiatives. Ensuring that talent is appropriately deployed and supported through structured development frameworks will be essential.
The role also requires oversight of the overall learning infrastructure. The Head will set standards for instructional design, e-learning development, facilitator quality and learning delivery methods. Ensuring that learning methodologies remain modern, effective and data-driven will be a critical part of the job.
Performance development integration is a key element of this position. The Head will work with HR leadership to ensure that learning initiatives support performance metrics and contribute directly to organizational results. This includes linking development plans to performance reviews and ensuring that training strategies address identified performance gaps.
Another important aspect of the role includes evaluating the effectiveness of learning and talent programs through data analysis, assessments and impact measurement frameworks. The Head will review program effectiveness, track progress against strategic goals and recommend adjustments where necessary.
The Learning & Talent Development Head will also lead partnerships with external training institutions, consultants, certification bodies and leadership development organizations. The purpose of these partnerships is to bring in specialized programs, enhance internal capabilities and ensure that the organization remains competitive in talent development.
In addition, budget oversight and resource planning fall within the role’s responsibilities. The Head will set budget priorities for learning initiatives, monitor expenditures and ensure that all development programs provide value and return on investment.
Innovation in learning is another critical responsibility. The Head will stay updated with global learning trends, talent development technologies, digital learning platforms and advanced training methodologies to ensure continuous improvement. The role requires introducing new initiatives that enhance organizational learning culture, support adaptability and encourage continuous professional development.
Finally, the role includes leading and mentoring the Learning & Development team. This involves providing direction, guiding performance, ensuring collaboration and building a cohesive team capable of delivering the learning strategy effectively.
