Kerja Sepenuh Masa, Assistant Manager, Learning - Development di Lagenda Properties Berhad Selangor - Maukerja

1. Job Purpose

To support the Head of Group HR in developing, implementing and strengthening the Group's Learning & Development (L&D) framework, with a focus on building employee capabilities, developing future leaders and supporting the Group's talent development and succession planning initiatives.

The role is responsible for translating the Group's learning and leadership development priorities into structured programmes, learning interventions and development initiatives that address current business needs and future organisational requirements.

Working closely with HR Business Partners, Business Leaders and relevant HR stakeholders, the Assistant Manager will identify capability gaps, develop targeted learning solutions, coordinate leadership development programmes and monitor their effectiveness to ensure meaningful learning outcomes and continuous improvement across the Group.

2. Key Responsibilities

A. Learning Strategy & Framework Implementation

• Support the Head of Group HR in developing and implementing the Group's Learning & Development strategy, framework and annual learning roadmap.
• Translate identified business and organisational priorities into structured learning plans and development programmes.
• Develop and coordinate learning journeys for different employee segments, including Individual Contributors, People Managers and Senior Leaders.
• Identify learning needs and capability gaps through Training Needs Analysis (TNA), performance reviews, stakeholder consultations and business requirements.
• Develop and maintain structured learning calendars, training plans and programme materials to support consistent L&D implementation across the Group.
• Continuously review and recommend improvements to learning programmes, methodologies and delivery approaches.

B. Leadership Development & High-Potential (HiPo) Programmes

• Develop, coordinate and implement leadership development programmes for existing and emerging leaders across the Group.
• Support the identification and development of High-Potential (HiPo) employees in collaboration with HR Business Partners and Business Leaders.
• Design structured development interventions to strengthen leadership competencies, managerial effectiveness and future leadership readiness.
• Coordinate leadership workshops, management development programmes, coaching and mentoring initiatives.
• Monitor participants' development progress and maintain records of programme outcomes and leadership readiness.
• Provide relevant inputs and updates to the Head of Group HR on leadership development and talent pipeline initiatives.

C. Succession Planning & Talent Development

• Support the implementation and administration of the Group's succession planning framework in collaboration with the Head of Group HR and HR Business Partners.
• Coordinate talent review and succession planning exercises to identify potential successors for critical and key positions.
• Consolidate talent assessment information and development needs to support succession planning discussions.
• Work with relevant stakeholders to develop and monitor Individual Development Plans (IDPs) for identified HiPo employees and succession candidates.
• Coordinate targeted learning interventions, job exposure, mentoring and other development activities to strengthen succession readiness.
• Maintain updated records and documentation of talent development and succession planning activities.

D. Learning Programme Development & Delivery

• Design, develop and coordinate training programmes based on identified learning needs and organisational priorities.
• Facilitate internal training sessions, workshops and learning activities where appropriate.
• Identify and engage suitable external training providers, consultants and subject matter experts to deliver specialised programmes.
• Develop internal trainers, facilitators and learning champions to strengthen internal knowledge-sharing and learning capabilities.
• Apply adult learning principles and appropriate learning methodologies to enhance programme engagement and effectiveness.
• Evaluate training effectiveness through participant feedback, assessments and post-training evaluations.
• Explore innovative learning approaches, including digital learning, blended learning and workplace-based development.

E. Stakeholder Engagement & Collaboration

• Work closely with HR Business Partners and Business Leaders to identify employee capability gaps and business-specific learning requirements.
• Collaborate with relevant HR functions, including Talent Acquisition, HR Operations and Performance Management, to align L&D initiatives with broader HR priorities.
• Engage employees and managers to promote continuous learning, professional development and knowledge-sharing.
• Provide recommendations to the Head of Group HR on learning interventions, leadership development needs and talent development opportunities.
• Coordinate cross-functional learning initiatives and ensure effective communication and participation across business units.

F. Governance, Reporting & Continuous Improvement

• Maintain proper documentation of training programmes, learning records, development plans and related L&D activities.
• Monitor training budgets, programme expenditure and utilisation of HRD Corp levy, where applicable.
• Ensure compliance with relevant HRD Corp requirements, including training grant applications, claims and supporting documentation.
• Prepare regular L&D reports, dashboards and management updates covering training participation, expenditure, programme effectiveness and key development initiatives.
• Track and monitor key L&D performance indicators, including training hours, training effectiveness and programme completion.
• Recommend improvements to enhance learning effectiveness, cost efficiency and overall programme delivery.
• Ensure adherence to the Group's HR policies, procedures and governance requirements.

3. Job Requirements

A. Education & Qualifications

• Bachelor's Degree in Human Resource Management, Organisational Development, Psychology, Business Administration or a related discipline.
• HRD Corp Accredited Trainer certification will be an advantage.
• Additional certifications in Learning & Development, Coaching, Facilitation or Leadership Development will be an added advantage.

B. Experience

• Minimum 5 years of relevant experience in Learning & Development, Talent Development, Organisational Development or a related HR function.
• Hands-on experience in developing, coordinating and implementing structured learning and development programmes.
• Exposure to leadership development, management training and capability-building initiatives.
• Experience in Training Needs Analysis (TNA), learning evaluation and training effectiveness assessment.
• Exposure to talent development, HiPo programmes and succession planning will be an advantage.
• Experience in managing training budgets, external training providers and HRD Corp processes.
• Experience in property development, construction or related industries will be an added advantage.

C. Knowledge & Skills

• Good knowledge of L&D frameworks, learning design methodologies and adult learning principles.
• Ability to translate identified capability gaps and business requirements into practical learning and development programmes.
• Good understanding of leadership competency development, talent management and succession planning.
• Strong programme coordination, planning and execution skills.
• Good facilitation, presentation and communication skills, with the ability to engage employees and stakeholders at different organisational levels.
• Strong analytical and reporting skills, including the ability to evaluate learning effectiveness and interpret training data.
• Proficient in Microsoft Office applications, particularly PowerPoint, Excel and Word.
• Familiarity with HRD Corp processes, training grants and claims administration.

D. Personal Attributes

• Proactive, resourceful and results-oriented, with a strong sense of ownership and accountability.
• Well-organised with good planning, coordination and execution capabilities.
• Able to manage multiple learning initiatives and deliver within agreed timelines.
• Strong interpersonal and stakeholder management skills.
• Able to work independently while collaborating effectively with the Head of Group HR and relevant stakeholders.
• Adaptable and open to new learning methodologies, technologies and approaches.
• Professional, responsible and able to maintain confidentiality.
• Passionate about employee development, leadership growth and continuous learning.