Learning & Development Manager

A. Training Strategy & Management

• Develop and implement the Group's overall Learning & Development strategy, annual training plans, and training policies in alignment with business objectives.
• Conduct Training Needs Analysis (TNA) in collaboration with department heads and business units to identify training needs and competency gaps.
• Establish standardized training frameworks, procedures, guidelines, and implementation plans across the Group.
• Develop and manage annual training budgets, resources, and training schedules.
• Monitor and evaluate training activities to ensure quality, consistency, and effectiveness.

B. Training Process & System Development

• Directly participate in developing and standardizing the Group's training processes, policies, and guidelines.
• Establish a systematic training process covering training needs identification, planning, program design, implementation, assessment, and post-training evaluation.
• Develop standardized training procedures for onboarding, job-specific training, management training, and professional development.
• Build training frameworks, curricula, competency-based training programs, and learning pathways for different positions and departments.
• Develop and maintain training documentation, including training manuals, presentation materials, guidelines, assessment forms, and training records.
• Establish systems to monitor employee training progress, training history, and learning outcomes.
• Continuously review and improve training processes to enhance learning effectiveness and operational consistency.

C. Direct Training & Program Delivery

• Directly conduct and facilitate internal training sessions, workshops, onboarding programs, and professional development courses.
• Design and deliver training programs covering company policies, corporate culture, professional knowledge, job-related skills, soft skills, management skills, and leadership development.
• Develop practical training materials, presentations, manuals, and instructional content tailored to different employee levels.
• Deliver Train-the-Trainer (TTT) programs to develop internal trainers and training representatives across business units.
• Coach and mentor employees and managers to strengthen their professional and leadership capabilities.
• Evaluate training outcomes through assessments, feedback, performance observations, and post-training follow-ups.
• Ensure that training content is practical, relevant, and applicable to employees' daily work.

D. Competency & Talent Development

• Develop and implement competency frameworks for different positions, functions, and management levels.
• Identify competency gaps and establish development plans to improve individual and organizational capabilities.
• Design Individual Development Plans (IDPs) and career development pathways.
• Develop talent development and succession planning programs for high-potential employees and key positions.
• Implement leadership development programs for supervisors, middle managers, and senior management.
• Collaborate with department heads to evaluate employee capabilities and identify future development needs.

E. Learning Culture & Organizational Development

• Establish and promote a continuous learning culture across COBI Group and its subsidiaries.
• Develop onboarding and orientation programs to ensure effective integration of new employees.
• Coordinate internal and external training programs, coaching, mentoring, and e-learning initiatives.
• Collaborate with HR and business leaders to align training activities with performance management and organizational development.
• Recommend initiatives to improve employee productivity, engagement, and organizational effectiveness.

F. Team & Budget Management

• Lead, manage, coach, and develop the Learning & Development team.
• Assign responsibilities, monitor team performance, and ensure the achievement of departmental objectives.
• Manage training budgets, external training providers, consultants, and educational partners.
• Establish training KPIs and prepare periodic reports on training performance and development progress.
• Present training results, challenges, and improvement proposals to senior management.

Education & Experience

• Bachelor's degree or above in Human Resources Management, Business Administration, Education, Organizational Development, or a related field.
• Minimum 5 years of experience in Learning & Development, Training & Development, or Human Resources.
• At least 2 years of experience in a managerial or team leadership position.
• Mandatory: Hands-on experience in directly conducting and delivering employee training programs.
• Mandatory: Proven experience in developing and implementing training processes, training procedures, and standardized training systems.
• Proven experience in designing training curricula, training materials, manuals, and assessment tools.
• Experience in implementing training programs across multiple departments, business units, or subsidiaries.
• Experience in retail, F&B, manufacturing, logistics, trading, or multi-business organizations is an advantage.

Professional Knowledge & Skills

• Strong knowledge of Training Needs Analysis (TNA), instructional design, training methodologies, and training effectiveness evaluation.
• Good understanding of training process development, competency-based training, and learning management systems.
• Ability to design structured training programs and standardized training documentation.
• Knowledge of competency frameworks, talent management, career development, and succession planning.
• Familiarity with Coaching, Mentoring, Blended Learning, E-learning, and Train-the-Trainer (TTT).
• Proficient in Microsoft Office, especially PowerPoint, Excel, and Word.

Core Competencies

• Strong leadership and team management skills.
• Excellent training delivery, presentation, facilitation, and coaching skills.
• Strong analytical thinking, problem-solving, and project management capabilities.
• Ability to translate business requirements into practical training programs and development solutions.
• Strong communication and cross-functional coordination skills.
• Proactive, hands-on, organized, and result-oriented.

Ngành nghề: Nhân sự

Kinh nghiệm: 5 Năm

Cấp bậc: Quản lý

Hình thức: Nhân viên chính thức

Địa điểm: Hồ Chí Minh

• Kinh nghiệm 5 Năm
• Trình độ học vấn: Đại học/Cử nhân
• Kỹ năng giao tiếp, phối hợp công việc tốt và tinh thần trách nhiệm cao.

• Laptop
• Chế độ bảo hiểm
• Du Lịch
• Phụ cấp
• Xe đưa đón
• Chế độ thưởng
• Chăm sóc sức khỏe
• Đào tạo
• Tăng lương
• Công tác phí
• Phụ cấp thâm niên
• Nghỉ phép năm