Đến nội dung chính
tuyển dụng.app
← ILA Vietnam

Learning & Development Manager

ILA Vietnam · Hồ Chí Minh
Ứng tuyển tại trang chính thức ↗
Loại hình
Toàn thời gian
Hình thức
Tại văn phòng
Cấp bậc
Trưởng / Phó phòng
Ngành nghề
Ngành nghề khác
Mức lương
Thương lượng
Địa điểm
Hồ Chí Minh, Hồ Chí Minh, Hồ Chí Minh

Tổng quan

  • Corporate Learning & Development
  • Develop and implement the annual L&D strategy and training plan aligned with business priorities and capability needs.
  • Identify organizational, functional, and leadership capability gaps through business consultation, performance data, and competency assessments.
  • Design structured learning journeys for different employee groups, functions, and management levels.
  • Manage corporate training programs, including leadership, management, soft skills, business skills, and other cross-functional development programs.
  • Partner with Department Heads and business leaders to identify training needs and ensure learning programs address actual business requirements.
  • Manage external training providers, learning platforms, training budgets, and program quality.
  • Establish measurement frameworks to evaluate learning effectiveness, application, and business impact.
  • Drive the adoption and effective use of digital learning/LMS platforms.
  • Conduct pre-, training courses, and post-training assessments, collect participant feedback, and follow up with employees and managers to evaluate learning application and training effectiveness.
  • Track attendance, completion rates, assessment results, learning progress, and training effectiveness, and provide regular L&D reports and dashboards.
  • Follow up on agreed post-training development actions to ensure learning is applied in the workplace.
  • Manage and continuously improve training content, materials, and programs based on feedback, assessment results, and changing business needs.
  • Talent Management: Competency, Career & Succession Plan
  • Lead the development and implementation of ILA’s competency framework, including core, leadership, and functional/technical competencies.
  • Define competency proficiency levels and behavioral indicators, and map required competencies to key roles and job families.
  • Develop clear career paths and career architecture, including development and readiness criteria for progression to the next level.
  • Design and manage the succession planning framework for critical positions, including identification of critical roles and potential successors.
  • Establish talent readiness categories such as Ready Now / Ready Later and facilitate talent review and succession discussions with management.
  • Develop Individual Development Plans (IDPs) and targeted development actions for high-potential and successor talent.
  • Create development opportunities through job rotations, acting assignments, stretch assignments, project leadership, coaching, and mentoring.
  • Track competency development, talent readiness, internal mobility, and succession coverage.
  • Integrate competencies, career development, and succession with performance management, learning, promotion, recruitment, and broader talent management processes.
  • Performance Management
  • Manage and continuously improve the company’s performance management framework and annual performance cycle.
  • Ensure performance objectives and KPIs are clearly established and aligned with business priorities.
  • Support managers in conducting effective goal setting, performance reviews, feedback, and development conversations.
  • Connect performance outcomes with competency development, learning plans, talent reviews, career progression, and succession planning.
  • Analyze performance data and identify organization-wide capability and development priorities.
  • Employee Engagement & Events
  • Plan and coordinate key corporate employee events and engagement activities in collaboration with relevant HR and business teams.
  • Develop initiatives that strengthen employee connection, recognition, collaboration, and organizational culture.
  • Ensure events and engagement activities support the overall employee experience and employer value proposition.
  • Evaluate participation and employee feedback to continuously improve future activities.
  • L&D and Talent Analytics
  • Establish dashboards and reporting for learning, competencies, talent, performance, and succession.
  • Track key indicators including training effectiveness, competency gaps, talent readiness, succession coverage, internal promotion, learning participation, and development progress.
  • Use data and employee/business feedback to continuously improve L&D and talent programs.

Quyền lợi

  • Insurances fully provided
  • Private insurance will be provided for official staff
  • 16 day-off per year along with other benefits according to the company's regulations
  • Bonding trips and events
  • Discount up to 90% English tuition fees for staff and close relatives
  • An active, professional, dedicated working environment with experienced managers and friendly colleagues
Đào tạo

Tóm tắt thông tin từ tin tuyển dụng chính thức. Xem bản gốc ↗

Quan tâm đến vị trí này?

Bạn sẽ được chuyển đến trang ứng tuyển chính thức của nhà tuyển dụng.

Ứng tuyển tại trang chính thức ↗
Đây là doanh nghiệp của bạn? Nhận quản lý trang, yêu cầu chỉnh sửa hoặc gỡ bỏ
→