1. L&D Strategy & System Development
- Develop mid- and long-term Learning & Development (L&D) strategies aligned with the company’s business objectives and overall HR strategy.
- Design and implement an organization-wide Competency Framework, including core, functional, and leadership competencies.
- Establish and manage Talent Programs to identify, develop, and prepare succession pipelines for key positions, ensuring organizational continuity and sustainable growth.
- Advise senior leadership on organizational capability development and talent development strategies.
2. Competency Analysis & Management
- Lead organization-wide competency assessments on a regular basis, ensuring consistency and alignment with the competency framework.
- Analyze competency gaps at individual, role, and organizational levels; design and implement targeted development programs to enhance performance.
- Collaborate with business units to establish mechanisms for tracking, measuring, and continuously improving workforce capabilities through data-driven approaches.
3. Training Design & Delivery
- Design and deliver training programs, including onboarding, functional training, soft skills, and leadership development for mid-level managers.
- Facilitate training sessions and directly develop the mid-management team.
- Apply diverse and effective learning methodologies to maximize learning outcomes.
4. L&D Digital Transformation
- Implement and optimize learning platforms, including LMS (Learning Management System) and LXP (Learning Experience Platform), along with other e-learning tools.
- Leverage technology (AI, digital learning, automation) to enhance learning effectiveness and user experience.
- Digitalize training processes to ensure scalability, consistency, and efficient governance.
