The Senior Learning & Development Manager – APAC will be responsible for driving the design, delivery, and implementation of innovative learning and development programs across the APAC region. This role will support organizational growth by developing talent strategies, enhancing employee capabilities, and fostering a culture of continuous learning. You will collaborate closely with regional and local teams to align L&D initiatives with business priorities and ensure effective execution.

Location: HCMC, Vietnam

Reports to: CEO APAC

WHAT YOU SHOULD HAVE

Education: Bachelor’s degree in Human Resources, Organizational Development, Business, or a related field (Master’s degree preferred).

Experience:

• 8+ years of progressive experience in learning and development, talent management, or related fields, with a focus on the APAC region.
• At least 2 years in a managerial role overseeing L&D initiatives.
• Proven success in designing and implementing large-scale L&D programs in a multinational organization.

Skills:

• Advanced project management and organizational skills, with the ability to handle multiple priorities effectively.
• Data-driven mindset with expertise in analyzing and measuring training effectiveness and ROI.
• Exceptional communication and facilitation skills, with the ability to engage and motivate diverse audiences.
• Demonstrated ability as a trainer, particularly in soft skills and management training for emerging leaders and new managers.
• Strategic thinking combined with a practical, hands-on approach to execution.
• Advanced English proficiency, both written and verbal.

Personal Attributes:

• Positive, collaborative mindset with strong cultural sensitivity and the ability to navigate regional nuances effectively.
• Strong leadership and influencing skills to inspire teams and drive organizational change.
• Willingness to coach, mentor, and train less experienced colleagues to foster a culture of learning and growth.

Work Environment Fit: Experience thriving in fast-paced, multicultural environments, balancing strategic priorities with day-to-day operational demands.

• WHAT YOU WILL DO

General:

• Strategic Planning: Develop and implement the APAC Learning & Development (L&D) strategy, ensuring alignment with organizational goals and regional priorities.
• Collaboration: Partner with business leaders, HR, and functional heads to understand strategic objectives and align L&D initiatives to meet organizational needs.
• Advisory Role: Serve as a trusted advisor to key stakeholders, providing insights on best practices in talent development and organizational learning.
• Budget Management: Oversee the L&D budget for the APAC region, optimizing resource allocation to maximize impact.
• Team Leadership: Manage and coach the regional L&D team, ensuring effective program delivery and fostering professional growth within the team.
• Data-Driven Insights: Utilize data and analytics to evaluate the effectiveness and ROI of learning initiatives, providing recommendations to improve outcomes.
• Needs Assessment: Conduct regional needs assessments to identify skill gaps and learning opportunities, tailoring initiatives accordingly.
• Content Development: Oversee the design and creation of diverse learning solutions, including e-learning modules, in-person training sessions, and blended learning programs.
• Training Roadmaps: Develop and manage team/individual learning roadmaps for all departments to enhance employee skill sets and drive professional development.
• English Skills Enhancement: Lead English language improvement programs specifically tailored for employees in Vietnam.
• Trainer Development: Build and maintain a pool of internal trainers within the APAC region to foster a culture of learning and enhance training scalability.
• Internal Communication: Design and execute internal L&D communication plans to ensure consistent messaging and engagement across various channels.
• Talent Development: Identify high-potential employees and develop tailored growth plans to prepare them for leadership roles.
• Succession Planning: Align development initiatives with career pathing and talent pipeline strategies to support long-term organizational goals.
• Culture Building: Promote a positive learning culture through effective company-wide learning activities, driving employee engagement in learning and development initiatives.

Training:

• Training Facilitation: Act as a trainer or leverage internal trainer resources within the L&D team and across the organization to deliver impactful training sessions.
• Program Delivery: Facilitate workshops, seminars, and training sessions through both in-person and virtual platforms, ensuring engaging and effective learning experiences.
• Content Development: Research, design, and prepare tailored training materials to meet the specific needs of diverse audiences.
• Train-the-Trainer Programs: Develop and deliver "train-the-trainer" programs to empower employees to serve as effective trainers and extend organizational learning capacity.
• Performance Evaluation: Monitor and assess learner progress, capturing insights on program effectiveness and providing actionable recommendations for improvement.