Manager, Learning & Organisation Development

FFM Berhad; Malaysia; On-site; MYR 180,000 - 240,000; Full time

Job summary

FFM Berhad is seeking a Manager, Learning & Organisation Development in Malaysia to lead Group learning strategies and governance. You will design leadership and capability-building programmes, drive organisation development, and partner with HR Business Partners to embed a culture of continuous learning across the Group.

You will oversee the FFM Academy, establish learning pathways, and develop internal faculty through Train-the-Trainer initiatives, ensuring measurable impact on leadership

Qualifications

• Bachelor’s degree in Human Resources, Organisation Development, Psychology, Education, Business Administration or related discipline.
• Master’s degree or professional certification in Learning & Development, Organisation Development, Executive Coaching, Change Management or equivalent is an advantage.
• Minimum 8–10 years of progressive HR experience, with at least five years leading Learning & Organisation Development initiatives.
• Proven experience designing enterprise-wide leadership development programmes and manager capability interventions.
• Experience developing and implementing Group-wide learning strategies, learning frameworks or capability-building roadmaps.
• Experience conducting learning needs analysis and translating business requirements into structured learning interventions.
• Experience establishing corporate learning academies, learning governance, programme evaluation standards and learning effectiveness measures.
• Experience facilitating leadership workshops, strategic planning sessions and organisation development interventions.
• Experience implementing digital learning solutions and Learning Management System, preferably SAP SuccessFactors Learning.
• Experience working with HR Business Partners and business leaders in a multi-entity, manufacturing or diversified business environment is preferred.
• Experience using learning analytics, dashboards and business outcome measures to support decision-making.
• Experience managing learning budgets, external consultants, training providers, executive coaches and digital learning.

Responsibilities

• Lead or participate in Group HR transformation initiatives and other strategic initiatives as assigned.
• Undertake other responsibilities reasonably assigned by the Head of Human Resources.
• Design enterprise-wide leadership development programmes and manager capability interventions.
• Develop learning interventions and governance for the Group’s corporate academy, FFM Academy.
• Partner with HR Business Partners to translate business needs into learning solutions.
• Monitor and evaluate learning programme effectiveness and business impact.
• Develop partnerships with internal and external learning providers to deliver high-quality learning.
• Lead the establishment and governance of learning architecture and pathways across groups.

Skills

Leadership Development

Adult Learning Methodologies

Instructional Design

Learning Needs Analysis

Learning Governance

Stakeholder Engagement

Executive Facilitation

Change Management

Coaching & Development

Learning Analytics

Learning Technology

Project Management

Budget Management

Education

Bachelor’s degree in HR/OD/Psychology/Education/Business

Master’s degree or professional certification (advantage)

Tools

SAP SuccessFactors Learning

Job description

Make your mark, create lasting change, and be a part of a team
that is dedicated to making a meaningful impact.

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The Manager, Learning & Organisation Development is responsible for leading FFM Group’s learning and organisation development agenda to build organisational capability, strengthen leadership effectiveness, and embed a sustainable culture of continuous learning across the Group.

The role develops and implements Group-wide learning and organisation development strategies, establishes and governs FFM Academy, designs leadership and capability-building programmes, drives organisation development interventions, and enhances managerial effectiveness through practical, modern and evidence-based learning solutions.

Working closely with HR Business Partners, the Talent Management Centre of Excellence, business leaders and functional stakeholders, the incumbent ensures that learning and development initiatives are aligned with FFM Group’s strategic priorities, business transformation needs, workforce capability requirements and long-term organisational growth.

Key Accountabilities

Learning Strategy & Capability Development

• Develop and implement FFM Group’s Learning & Organisation Development Strategy aligned with business priorities, workforce capability requirements and organisational growth plans.
• Conduct group-wide learning needs analyses in partnership with HR Business Partners and business leaders.
• Identify organisational capability gaps and recommend appropriate learning interventions, capability-building roadmaps and development priorities.
• Design learning solutions that improve workforce capability, productivity, leadership effectiveness and business performance.
• Promote a culture of continuous learning, self-directed development and knowledge sharing across the Group.

Leadership Development

• Design and implement leadership development programmes for supervisors, managers and senior leaders.
• Develop leadership capability in people management, coaching, communication, business acumen, strategic thinking and change leadership and employee development.
• Deliver programmes that strengthen leadership behaviours aligned with FFM’s BUILDER culture.
• Evaluate programme effectiveness using learner feedback, behavioural application, capability improvement and business outcome measures.
• Partner with the Talent Management team to develop learning interventions for successors, high-potential employees and emerging leaders.
• Lead the establishment and governance of FFM Academy as the Group’s corporate learning academy.
• Develop learning architecture covering Leadership Development, Functional Excellence, Technical Capability, Compliance Learning, Professional Development; and other learning pillars as required.
• Establish learning pathways for different employee groups and capability levels.
• Build internal faculty capability through structured Train-the-Trainer programmes, coaching and quality standards.
• Develop partnerships with internal subject matter experts and external learning providers to deliver relevant, practical and high-quality learning solutions.
• Ensure consistent quality standards across all training programmes under FFM Academy.

Learning Design & Delivery

• Design engaging classroom, virtual, blended and digital learning experiences using adult learning principles and evidence-based practices.
• Develop modern learning solutions incorporating microlearning, social learning and AI-enabled learning technologies where appropriate.
• Curate learning content that supports changing business capability requirements and operational needs.
• Promote self-directed learning through SAP SuccessFactors Learning and other approved digital platforms.
• Ensure learning programmes are practical, business-relevant and able to deliver measurable learning application and business impact.

Organisation Development

• Support organisation development initiatives that improve organisational effectiveness, collaboration, leadership alignment and change readiness.
• Facilitate change management programmes that strengthen employee adoption of business transformation initiatives.
• Design interventions that enhance collaboration, teamwork, leadership effectiveness and organisational culture.
• Partner with HR Business Partners to embed FFM’s BUILDER culture through learning and development initiatives.
• Facilitate leadership workshops, strategic planning sessions and organisational development programmes.

Manager Capability Development

• Develop programmes that strengthen manager capability in coaching, giving feedback, performance conversations, employee development, team leadership, employee engagement and related people-management practices.
• Equip managers with practical tools, guides and resources to support employee growth and performance improvement.
• Promote a coaching culture and consistent people-management practices across the organisation.

Learning Technology & Digital Learning

• Maximise utilisation of SAP SuccessFactors Learning and other digital learning platforms.
• Drive digital learning adoption across the Group and improve accessibility, learner experience and learning participation.
• Introduce innovative learning technologies that support modern, scalable and cost-effective learning delivery.
• Explore AI-enabled learning tools to personalise learning journeys, subject to appropriate governance, data protection and human oversight requirements.

Learning Governance, Standards & Quality Assurance

• Establish and maintain Group learning governance frameworks, standards, policies and operating guidelines.
• Develop consistent standards for learning needs analysis, programme design, learning delivery, evaluation and reporting across FFM Group.
• Ensure learning programmes are aligned with approved learning priorities, competency requirements, business needs and budget parameters.
• Maintain accurate, complete and auditable learning records through SAP SuccessFactors Learning or other approved platforms.
• Monitor programme quality, learner feedback, vendor performance and post-programme application to support continuous improvement.
• Ensure compliance training is appropriately tracked, reported and escalated where required.

Learning Analytics & Reporting

• Develop and maintain learning dashboards, management reports and agreed effectiveness measures covering learning participation, completion rates, learner feedback, behavioural application, capability improvement and programme ROI.
• Analyse learning data and business outcomes to evaluate programme effectiveness and support evidence-based decision-making.
• Provide timely insights and recommendations to the Head of Human Resources on learning priorities, capability gaps, programme performance and learning investment effectiveness.
• Develop and manage the annual Learning & Organisation Development budget and ensure appropriate cost control and budget adherence.
• Evaluate learning investments to maximise return on investment and business relevance.
• Manage relationships with universities, HRDC, professional institutions, learning providers, leadership consultants, executive coaches, digital learning partners and other approved service providers.
• Ensure vendor performance meets agreed quality standards, delivery expectations, commercial terms and compliance requirements.
• Establish clear working arrangements between Group HR, HR Business Partners, entity HR teams, business leaders, internal subject matter experts and external learning providers.
• Partner with stakeholders to identify learning priorities, clarify capability gaps and translate business needs into practical learning interventions.
• Manage stakeholder expectations on learning priorities, programme participation, delivery timelines, resource requirements and measurable outcomes.
• Facilitate alignment across Group entities while allowing appropriate flexibility for entity-specific business and operational needs.

Functional Leadership Responsibilities

• Provide functional leadership and guidance to internal trainers, subject matter experts and employees involver in learning delivery across the Group.
• Build internal faculty capability through structured Train-the-Trainer programmes, coaching and quality standards.
• Promote a learning culture that supports accountability, continuous improvement, knowledge sharing and leadership development.
• Coach HR Business Partners and business leaders on learning needs analysis, development planning, facilitation effectiveness and learning impact measurement.
• Champion continuous improvement, digital adoption and innovation in learning and organisation development practices.

Additional Responsibilities

• Lead or participate in Group HR transformation initiatives and other strategic initiatives as assigned.
• Undertake other responsibilities reasonably assigned by the Head of Human Resources.

Qualifications & Experience

• Bachelor’s degree in Human Resources, Organisation Development, Psychology, Education, Business Administration or related discipline.
• Master’s degree or professional certification in Learning & Development, Organisation Development, Executive Coaching, Change Management or equivalent is an advantage.
• Minimum 8 – 10 years of progressive HR experience, with at least five years leading Learning & Organisation Development initiatives.
• Proven experience designing enterprise-wide leadership development programmes and manager capability interventions.
• Experience developing and implementing Group-wide learning strategies, learning frameworks or capability-building roadmaps.
• Experience conducting learning needs analysis and translating business requirements into structured learning interventions.
• Experience establishing corporate learning academies, learning governance, programme evaluation standards and learning effectiveness measures.
• Experience facilitating leadership workshops, strategic planning sessions and organisation development interventions.
• Experience implementing digital learning solutions and Learning Management System, preferably SAP SuccessFactors Learning.
• Experience working with HR Business Partners and business leaders in a multi-entity, manufacturing or diversified business environment is preferred.
• Experience using learning analytics, dashboards and business outcome measures to support decision-making.
• Experience managing learning budgets, external consultants, training providers, executive coaches and digital learning.

Technical & Functional Competencies

• Leadership Development
• Adult Learning Methodologies
• Instructional Design and Learning Design
• Learning Needs Analysis
• Learning Governance and Quality Assurance
• Stakeholder Engagement
• Executive Facilitation
• Change Management
• Coaching and Manager Capability Development
• Learning Analytics and Reporting
• Learning Technology and Digital Learning
• Project Management
• Vendor and Budget Management

Able to make and assess personal/team decisions and align actions with organisation’s vision and mission.

Able to establish and maintain open/trusting relationships with colleagues and stakeholders to nurture collaborative partnerships and work towards a common goal.

Able to contribute and encourage new ideas and approaches to support business growth; demonstrate openness to and enthusiasm for new initiatives and appropriately challenges the status quo; adapt and improvise quickly, appropriately, and decisively to internal/external changes.

Able to display accountability for team and personal decisions/outcomes and take proactive actions to achieve results with dedication to follow through on commitments; create plans and manage resources to accomplish and deliver self and team’s commitments.

Able to understand and prioritise stakeholders’ needs/expectations and develop solutions to improve service delivery.

Able to appreciate the complex interrelationships between external factors and internal business operations and develop strategic plans in response to market shifts and shocks anchored on organisation's vision, purpose, and strategy.

Able to nurture the culture of learning organisation.