Learning & Development Consultant

The Learning and Development Consultant will be responsible for executing strategies that enhance employee learning, skills, and career development. The role involves assessing the effectiveness of training programs, supporting employees through customized development plans, and managing all aspects of the training lifecycle. The consultant will also focus on improving alignment between individual goals and organizational objectives by designing tailored learning solutions and competency frameworks.

1. Strategy Implementation:

   
   
   • Execute learning and development strategies that align with organizational goals.
   • Provide input to improve L&D initiatives to meet evolving business needs.

2. Program Evaluation and Feedback:

   
   
   • Send feedback forms to measure satisfaction with training programs.
   • Assess the effectiveness of training programs and their impact on employee performance.

3. Support for Training and Development Programs:

   
   
   • Facilitate processes for employees to enroll in internal and external training programs.
   • Manage requests related to individual employee training and development needs.

4. Individual Development Planning:

   
   
   • Assist in developing personalized training and career development plans.
   • Monitor employee progress and ensure alignment with personal and organizational goals.

5. Competency Framework Development:

   
   
   • Support the creation of competency frameworks to enhance skill development.
   • Ensure training plans address both technical and behavioral competencies.

6. Training Coordination and Follow-up:

   
   
   • Coordinate with various departments to organize and deliver training sessions.
   • Ensure timely communication and follow-up on training schedules and outcomes.

7. Impact Measurement and Reporting:

   
   
   • Evaluate training programs' return on investment (ROI) and effectiveness.
   • Prepare reports and dashboards on the progress of L&D initiatives for management.

8. Stakeholder Engagement:

   
   
   • Collaborate with managers to identify skills gaps and training needs.
   • Provide guidance to employees and managers on available learning opportunities.

• Education:
  • Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Experience:
  • 3-7 years of experience in Learning and Development or a related role.
  • Experience managing end-to-end training processes and development initiatives.
• Skills:
  • Strong communication and interpersonal skills.
  • Proficiency in L&D tools and learning management systems (LMS).
  • Analytical skills to measure the effectiveness of training programs.
  • Ability to develop competency frameworks and individual development plans.
• Certifications (Preferred):
  • L&D-related certifications (e.g., CIPD, ATD) are an advantage.