Manager - Learning & Development

- Organization - As a senior member of the P&C team, this position is responsible for:
• Demonstrating and providing leadership.
• Making decisions, setting priorities and providing direction to the team
• Contributing to P&C’s key strategic initiatives.
• Creating a supportive and engaging learning environment that empowers employees to reach their full
potential.
- Business Operations
• Training and Development Programs:
Responsible for designing and implementing effective training and development programs that address
the needs of employees at all levels. This includes identifying skills gaps, designing appropriate training
modules, and delivering training sessions to enhance employee knowledge and capabilities. Keep abreast
of training trends, developments and best practices.
• Learning Needs Assessment:
Conducting assessments to identify the learning needs of employees or specific departments within the
organization. This involves analysing skill gaps, conducting surveys or interviews, and collecting feedback
to determine the learning priorities.
• Performance Improvement:
The manager works closely with employees and supervisors to identify performance issues and develop
strategies to address them. This may involve providing coaching, mentoring, or additional training to help
employees overcome challenges and improve their performance.
• Career Planning & Development:
The manager plays a crucial role in supporting employees' career growth within the organization. They
work with individuals to identify their career goals and aspirations and create development plans that align
with those goals. This may include providing opportunities for job rotations, stretch assignments, or
educational programs to enhance employees' skills and competencies.
• Talent Management:
The manager collaborates with other P&C team and Executive Management to identify and develop high-
potential employees within the organization. This role plays a key role in succession planning, talent
assessment, and identifying strategies to retain top talent. This involves creating development programs
specifically tailored to the needs of high potential employees.
• Learning Culture:
The manager works towards fostering a learning culture within the organization. This involves promoting
continuous learning and knowledge sharing among employees, encouraging the use of learning platforms
and resources and creating opportunities for collaborative learning and development.
• Evaluation and Measurement:
The manager is responsible for assessing the effectiveness of learning and development initiatives. This
includes measuring the impact of training programs, collecting feedback from employees, and using
data to make informed decisions about future learning interventions.
• HR Policies and Compliance:
Responsible for developing, implementing, and communicating HR policies and procedures in the L&D
department. Ensure that HR policies are aligned with legal requirements, regulatory requirements, and
industry best practices.
• Vendor Management:
Manage relationships with external vendors where applicable in your department, and oversee vendor
contracts, evaluate service delivery, and ensure that vendors meet contractual obligations and service
level agreements.
• HR Systems and Technology:
Oversee the selection, implementation, and maintenance of HR systems and technology tools in line with
L&D. Work with cross-functional teams to evaluate, select, and implement L&D related technologies. Ensure
that these systems are effectively utilized and integrated, and provide training and support to HR staff and
employees.
• Learning Trends and Best Practices:
Staying updated on the latest learning and development trends, methodologies, and best practices. This
includes researching new approaches, attending industry conferences or workshops, and incorporating
innovative strategies into the organization's learning initiatives.
- Financial
• Develop and manage your section’s budget in alignment with all L&D activities.
• Manage and forecast resources, schedules and operational budgets for your section.
- Relationship Management
• Collaborate with internal & external stakeholders to ensure collective commitment to action and the
achievement of your objectives.
- People and Talent Development
• Build the capacity of the Department by providing leadership and coaching to the team to facilitate their
professional development and ensure solid talent pipeline with clear succession plan exists.
• Provide coaching, training, and guidance to your team members, ensuring that they have the necessary
skills and resources to perform their roles effectively.
• Provides leadership to the team by establishing clear goals and direction for the team consistent with the
Company’s vision, mission, strategy, and focus efforts in meeting these goals.
• Undertake Leadership & Professional Development Program to remain relevant and effective in an evolving
business environment and for future successive roles
Key Relationship
Internal:
Executive Management, Managers and General Internal Staff/ Other Internal business units.
External:
HR Vendors, Recruitment, PNG Employers Federation, PNGHRI and any other relevant external stakeholder
as required.
- Compliance - Ensure compliance to:
• BPNG Prudential Standards.
• Organization's policies and procedures.
• Organization's Code of Conduct.
• IT policies and procedures.
• Industry standards and best practice.
• PNG employment laws.
• Furnish all reports and recommendations to executive management and key stakeholders.
• Ensure effective supervision, monitoring and coordination and discipline of systems, processes, equipment
and staff.
- Organization Values
Ensure behaviour of self and team is in accordance with the expected positive output of each company
values (Service Excellence, Collaboration, Openness, Trust, and Innovation).
- Occupational Health & Safety
• Participate in the culture of cooperation, collaboration and responsibility through the organization to
maintain a safe and healthy workplace.
• Adhere to OH&S obligations and ensure a safe working environment
- Key Success Factors
• Employee Engagement and Satisfaction survey target.
• Effective succession planning model that is working.
• Internal Promotions through succession planning.
• Ensure planned training and programs are completed as planned.
• Having in place development plans for all critical roles.
• Effective management of project budgets.
• Ensure staff development and succession planning.