Learning and Development Manager (BPO)

INTELEGENCIA BPO LLC CORP.; Antipolo; On-site; PHP 1,200,000 - 2,000,000; Full time

Job summary

Intelegencia is seeking a Learning and Development Manager to steer the transformation of its L&D function into a strategic driver of talent development and business growth. This role designs enterprise-wide learning strategies, leadership development programs, career progression frameworks, succession planning initiatives, role-based academies, and organizational development programs across the company.

The Learning and Development Manager will support a workforce of more than 1,000 employees

Qualifications

• Bachelor's degree in HR, OD, psychology, education, business or related field.
• 3-10 years of experience in Learning and Development.
• 2-5 years in a leadership/management role.
• Experience in BPO, Shared Services, Contact Center, or Technology-Enabled Services environments.
• Demonstrated experience in leadership development, career pathing, competency mapping, and organizational development.

Responsibilities

• Develop and implement enterprise-wide Learning and Development (L&D) and Organizational Development (OD) strategy aligned with business objectives.
• Design and implement role-based learning pathways for Operations and Support Functions to strengthen functional expertise and career progression.
• Develop leadership development programs for emerging leaders, supervisors, managers, and senior leaders to build leadership capability and readiness.
• Lead enterprise-wide upskilling initiatives covering AI, digital skills, analytics, communication, and business acumen.
• Establish and manage succession planning and talent review processes to strengthen talent pipelines and leadership continuity.
• Develop competency frameworks, role-specific development plans, and certification programs to support performance and career growth.
• Partner with department leaders to identify capability gaps, assess workforce development needs, and prioritize learning initiatives.
• Oversee learning analytics, dashboards, LMS governance, and training effectiveness measurement to evaluate impact and drive continuous improvement.

Skills

Leadership

Strategic planning

Learning analytics

People development

Education

Bachelors degree in HR/OD/psychology/business

Tools

LMS

Competency mapping tools

Job description

Intelegencia is seeking a Learning and Development Manager to lead the transformation of its Learning and Development (L&D) function into a strategic driver of talent development, organizational capability, and business growth.

This role will be responsible for designing and implementing enterprise-wide learning strategies, leadership development programs, career progression frameworks, succession planning initiatives, role-based academies, and organizational development programs across the company.

Unlike traditional Training Manager roles that primarily focus on onboarding, program support, and client-mandated training, this position will establish a structured learning ecosystem that builds talent pipelines, enhances internal mobility, strengthens leadership readiness, and develops critical workforce capabilities.

The Learning and Development Manager will support a workforce of more than 1,000 employees across multiple departments, working closely with Operations and Support Functions to align learning initiatives with organizational priorities and long-term business objectives.

Business Rationale

Intelegencia's current training efforts are primarily focused on program support, onboarding, and client-specific requirements. This role will expand the organization's learning capabilities by addressing broader organizational needs, including workforce upskilling, role-based development, leadership readiness, talent retention, and succession planning.

The successful candidate will help establish a sustainable learning framework that supports employee growth, strengthens organizational capabilities, and prepares the workforce for evolving business demands.

Key Responsibilities

• Develop and execute an enterprise-wide Learning and Development (L&D) and Organizational Development (OD) strategy aligned with business objectives.
• Design and implement role-based learning pathways for Operations and Support Functions to strengthen functional expertise and career progression.
• Develop leadership development programs for emerging leaders, supervisors, managers, and senior leaders to build leadership capability and readiness.
• Lead enterprise-wide upskilling initiatives covering artificial intelligence (AI), digital skills, analytics, communication, and business acumen.
• Establish and manage succession planning and talent review processes to strengthen talent pipelines and leadership continuity.
• Develop competency frameworks, role-specific development plans, and certification programs to support performance and career growth.
• Partner with department leaders to identify capability gaps, assess workforce development needs, and prioritize learning initiatives.
• Oversee learning analytics, dashboards, Learning Management System (LMS) governance, and training effectiveness measurement to evaluate impact and drive continuous improvement.

Success Metrics

Success in this role will be measured through improvements in the following areas:

• Increased internal promotion rates and internal mobility.
• Improved leadership bench strength and readiness for critical roles.
• Higher employee retention.
• Reduced time-to-productivity for employees promoted to new roles.
• Increased learning engagement and certification completion rates.
• Improved succession coverage for critical positions.

Qualifications

• Bachelor's degree in Human Resources, Organizational Development, Psychology, Education, Business, or a related field.
• 3–10 years of experience in Learning and Development.
• 2–5 years of experience in a leadership or managerial role.
• Experience in BPO, Shared Services, Contact Center, or Technology-Enabled Services environments.
• Demonstrated experience in leadership development, career pathing, competency mapping, and organizational development.

First-Year Deliverables

First 90 Days

• Conduct an enterprise-wide capability assessment.
• Establish competency mapping across key roles and functions.
• Develop an L&D strategy and implementation roadmap aligned with business priorities.

Months 3–6

• Launch the career pathing framework.
• Implement leadership development programs.
• Establish learning dashboards and reporting mechanisms to monitor participation, progress, and effectiveness.

Months 7–12

• Implement role-based learning academies.
• Establish succession plans for critical roles.
• Launch enterprise-wide upskilling initiatives to strengthen workforce capabilities and support long-term business growth.