Position Summary
1. Support the achievement of business goals by partnering with and providing consulting to clients when identifying L&D(Learning and Development) opportunities and solutions.2. Prioritize budget execution based on the accurate understanding of the business environment to maximize L&D capability and its effectiveness on business.
3. Share L&D resources and best practices, and maximize the competency of L&D staff through networking.
Role and Responsibilities
• Planning
o Develop and execute a L&D plan that supports organizational objectives and enhances employee performance.
o Collaborate with senior leadership to identify skill gaps and design targeted development initiatives.
• Program Design & Delivery
o Design and deliver innovative training programs tailored to employee needs and business priorities.
o Utilize a mix of learning modalities (e.g., in-person training, e-learning, workshops) to maximize engagement and effectiveness.
• Performance Measurement
o Establish metrics to evaluate the impact of L&D programs on employee performance and organizational success. Measure and report on the effectiveness of L&D programs
o Analyze data to identify areas for improvement and optimize training initiatives.
o Prioritize budget execution, budget allocation based on the accurate understanding of the business environment to maximize L&D capability and its effectiveness on business
.
• Stakeholder Engagement
o Build strong relationships with internal stakeholders (e.g., HR, business leaders, managers) to align L&D efforts with business needs.
o Communicate the value of L&D programs to leadership and employees.
• Team Leadership
o Lead, mentor, and develop the L&D team to ensure high performance and continuous improvement.
o Foster a collaborative and inclusive team culture that encourages innovation and creativity.
• Innovation & Technology
o Stay abreast of emerging trends in learning technologies and instructional design to enhance program delivery.
o Implement new tools and platforms to improve the learning experience and accessibility.
• Change Management
o Drive organizational change by promoting a culture of learning and adaptability.
o Support employees in transitioning to new roles or responsibilities through targeted development programs.
Skills and Qualifications
Educational Background
• Degree: Typically requires a bachelor’s degree in Human Resources, Education, Business Administration, or a related field. An advanced degree (e.g., MBA or Master’s in Education) is often preferred.
• Certifications: Certified coaching qualification, Certifications such as Certified Professional in Learning and Performance (CPLP) or Certified Training and Development Professional (CTDP) can be advantageous.
Professional Experience
• Years of Experience: Usually requires 7-10 years of experience in HR, training, or L&D roles.
• Leadership Experience: Proven track record of managing L&D teams and leading large-scale training initiatives.
• Strategic Planning: Ability to develop and implement L&D strategies aligned with organizational goals.
• Instructional Design: Expertise in designing and delivering effective training programs.
• Analytical Skills: Proficiency in assessing training needs, measuring program effectiveness, and using data to drive improvements.
• Communication: Strong interpersonal and communication skills to engage with stakeholders at all levels.
• Innovation: Ability to introduce new learning technologies and methodologies to enhance training programs.
• Change Management: Experience in managing change and fostering a culture of continuous learning.
• Adaptability: Flexibility to adapt to changing business needs and emerging trends in learning and development.
• Collaboration: Ability to work closely with other departments to align L&D initiatives with broader business objectives.
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