Head of Training And Development

Anker Indonesia; Jakarta Pusat; Sur place; IDR 900 000 000 - 1 800 000 000; Plein temps

Résumé du poste

Anker Indonesia is seeking a seasoned Head of Learning & Development to lead the design and execution of the company’s learning strategy in Jakarta. You will build competency frameworks, leadership programs, and performance dashboards to drive business growth.

You will oversee budgeting, internal training, and external partners while shaping a culture of continuous development and measurable impact across the organization.

Qualifications

• Minimum 10–15 years of relevant experience in HR, L&D, Training, or Organizational Development.
• Minimum 5 years in a managerial or leadership position.
• Proven experience developing and implementing corporate learning strategies.
• Experience in leadership development, talent development, and competency management.
• Experience managing training budgets, teams, and external learning partners.

Responsabilités

• Develop and implement the organization's Learning & Development strategy aligned with business objectives.
• Establish annual training and people development plans based on organizational priorities.
• Oversee end-to-end training management including TNA, budgeting, execution, and evaluation.
• Ensure delivery of technical, functional, behavioral, and managerial training programs.
• Design leadership development and HiPo programs; partner with Talent Management.
• Establish KPIs and dashboards to measure training impact and ROI.

Connaissances

Leadership

Strategic planning

Learning & development

Talent development

Competency management

Budget management

Stakeholder management

Coaching & mentoring

Change management

Formation

Bachelor's degree in HR Management, Psychology, Business Administration, Education, or related disciplines

Master's degree in Human Resources, Organizational Development, or Business Management (advantage)

Description du poste

• Bachelor's degree in Human Resources Management, Psychology, Business Administration, Education, or related disciplines.
• Master's degree in Human Resources, Organizational Development, or Business Management is an advantage.
• Minimum 10–15 years of relevant experience in Human Resources, Learning & Development, Training, or Organizational Development.
• Minimum 5 years in a managerial or leadership position.
• Proven experience in developing and implementing corporate learning strategies.
• Experience in leadership development, talent development, and competency management.
• Experience managing training budgets, teams, and external learning partners.

Key Responsibilities

A. Learning & Development Strategy

• Develop and implement the organization's Learning & Development (L&D) strategy aligned with business objectives.
• Establish annual training and people development plans based on organizational priorities.
• Identify current and future competency requirements to support business growth and transformation.
• Develop competency frameworks, learning pathways, and career development programs.
• Establish policies, procedures, and governance for training and development.

B. Training Management & Execution

• Oversee the end-to-end training management process, including Training Needs Analysis (TNA), planning, budgeting, execution, and evaluation.
• Ensure effective delivery of technical, functional, behavioral, and managerial training programs.
• Develop and manage internal trainers, subject matter experts, and external training providers.
• Introduce innovative learning methodologies, including digital learning, blended learning, coaching, and experiential learning.
• Ensure training programs are relevant, effective, and deliver measurable business impact.
• Design and implement leadership development programs for supervisors, managers, and senior leaders.
• Establish management development and succession development initiatives.
• Develop high-potential employee (HiPo) development programs.
• Partner with Talent Management and business leaders to strengthen the organization's leadership pipeline.
• Support career development, talent mobility, and employee growth initiatives.

D. Organizational Capability & People Development

• Identify critical organizational capability gaps and develop appropriate interventions.
• Drive competency-based development across all organizational levels.
• Support organizational transformation through change management and capability-building programs.
• Promote a culture of continuous learning, knowledge sharing, and employee empowerment.
• Collaborate with business leaders to ensure people development initiatives address operational and strategic challenges.
• Establish KPIs and metrics to measure training effectiveness and development outcomes.
• Monitor learning transfer and the application of acquired skills in the workplace.
• Evaluate training ROI and organizational capability improvements.
• Develop dashboards and management reports on training performance.
• Continuously improve learning programs based on feedback, assessment results, and business performance.

F. Budget & Stakeholder Management

• Develop and manage the annual training and development budget.
• Optimize training investments and ensure cost-effective learning solutions.
• Manage relationships with external consultants, training institutions, and learning technology providers.
• Work closely with HR Business Partners, department heads, and senior management.
• Present learning and people development strategies, achievements, and recommendations to executive management.