Job Summary:
The Senior HR Executive (L&OD) plays a key role in designing, implementing, and continuously improving learning and organizational development initiatives that enhance employee capability, performance, and organizational effectiveness.
This role requires a proactive and analytical professional who can independently manage initiatives, partner with stakeholders, and contribute to building a culture of continuous learning, high performance, and organizational growth.
This position reports directly to the Senior L&OD Manager and collaborates with stakeholders across functions, particularly at junior to middle management levels within KMS.
Responsibilities:
A. Learning and Development (L&D):
Program Development and Implementation:
Design and implement learning and development programs aligned with organizational goals, business needs, and capability frameworks.
Conduct training needs analysis (TNA) using data-driven insights and stakeholder consultation.
Develop structured learning solutions, including onboarding, functional training, leadership development, and soft skills programs.
Lead or independently manage small-to-medium L&D projects or key workstreams within larger initiatives.
Training Delivery & Facilitation:
Facilitate engaging training sessions, workshops, and learning interventions using a variety of instructional methods.
Apply modern learning approaches such as blended learning, digital learning, and experiential learning.
Coach and support internal trainers or subject matter experts (SMEs) in delivering effective training sessions.
Learning Effectiveness & Evaluation:
Design and implement evaluation frameworks to measure training effectiveness (e.g., Kirkpatrick model or equivalent).
Analyze learning data and feedback to assess impact and identify improvement opportunities.
Continuously enhance learning content, delivery methods, and learner experience based on insights and best practices.
Learning Management System (LMS) & Data Management:
Manage and optimize LMS operations, ensuring learning data accuracy, accessibility, and reporting effectiveness.
Generate insights and reports on learning metrics to support decision-making and continuous improvement.
Stakeholder Engagement & Consulting:
Act as a trusted L&D partner to stakeholders by providing advisory support on capability development and learning solutions.
Collaborate with cross-functional teams to embed learning into daily work and promote a learning culture.
Research and Innovation:
Stay up to date with industry trends, emerging technologies, and best practices in L&D.
Proactively recommend and pilot new learning tools, methodologies, and digital solutions to enhance learning effectiveness.
B. Organizational Development (OD):
Organizational Effectiveness & Process Improvement:
Support the design and continuous improvement of HR frameworks, including performance management, competency frameworks, and career development pathways.
Analyze organizational data (e.g., engagement, performance, capability gaps) to identify trends and recommend improvement actions.
Performance Management (PMS):
Support the implementation and enhancement of the Performance Management System (PMS).
Partner with HRBP and stakeholders to ensure effective calibration, alignment, and adoption of performance practices.
Provide guidance to employees and managers on PMS processes, tools, and expectations.
Talent Development & Succession Planning:
Contribute to talent review and succession planning processes.
Support identification and development planning for key talent and high-potential employees.
Align learning interventions with talent development strategies.
Change Management:
Support change initiatives by coordinating communication, training, and engagement activities.
Assist in change impact assessments and ensure smooth adoption of new processes or systems.
Culture & Engagement:
Contribute to initiatives that enhance organizational culture, employee engagement, and employee experience.
Support engagement surveys, analysis, and follow-up action planning.
Stakeholder Consulting:
Act as a partner to stakeholders by providing insights and recommendations on organizational development topics.
Support managers in addressing team effectiveness, performance, and engagement challenges.
