Senior Manager, Learning Design & Delivery

Converge ICT Solutions Inc.; Pasig; On-site; PHP 1,200,000 - 2,400,000; Full time

Job summary

Converge ICT Solutions Inc. Senior Manager, Learning Design & Delivery oversees the development of technical capabilities to support current and future operations.

You will translate tech roles and requirements into structured curricula, hands‑on experiences, assessments, and certification programs to build job‑ready proficiency and safer, more effective performance. You will lead the Technical Training team and collaborate with business leaders, SMEs, HRBP, ops, vendors, and certification

Qualifications

• Bachelor's degree in Engineering, IT, CS, or related field.
• Master's degree in Business Administration or Technology Management preferred.
• 8+ years in technical training or capability development.
• 3–5 years leading teams and learning programs.
• Experience designing curricula, learning pathways, and assessments.

Responsibilities

• Lead Technical Training team and governance for curricula and certifications.
• Translate requirements into structured curricula and proficiency milestones.
• Develop multi‑level learning pathways from foundational to advanced levels.
• Oversee content creation, validation, and version control of learning material.
• Manage trainer pool, SMEs, and external facilitators; Train‑the‑Trainer programs.
• Establish performance measures, assessments, and certifications aligned to standards.
• Partner with leaders, HRBP, and vendors to ensure timely delivery and impact.

Skills

Technical training

Curriculum design

Learning pathways

Assessment design

Governance

Vendor management

Stakeholder management

Team leadership

Education

Bachelor's degree in Engineering/IT/CS

Master's degree in MBA/Technology Management

Tools

Learning platforms

Assessment tools

Job description

The Senior Manager, Learning Design & Delivery

The Senior Manager, Learning Design & Delivery leads the development of technical capabilities required to support current and future business operations.

The role is accountable for translating technical roles, operational requirements, technology standards, performance risks, and emerging capability needs into structured learning pathways, technical curricula, hands‑on learning experiences, assessments, and certification programs. The Senior Manager ensures that technical learning goes beyond training completion by building job‑ready proficiency, improving time‑to‑proficiency, strengthening technical standards, and enabling employees to perform safely, consistently, and effectively in their roles. The position leads the Technical Training team and partners closely with business leaders, technical subject matter experts, operations teams, HR Business Partners, external training providers, technology partners, and certification bodies.

Key Responsibilities

1. Technical Capability Strategy and Planning

• Develop and lead the technical training strategy aligned with business, workforce, operational, and technology priorities.
• Translate emerging technologies, operational requirements, technical standards, and business plans into capability‑building priorities.
• Establish annual and multi‑year technical learning roadmaps covering critical technical roles and capability areas.
• Identify build, buy, or partner approaches for technical capability development.
• Prioritize technical learning investments based on business criticality, skills gaps, operational risk, workforce requirements, and available resources.
• Advise management on technical capability risks and recommend appropriate learning or non‑learning interventions.

2. Technical Task and Capability Analysis

• Lead the analysis of technical roles, work processes, tasks, performance requirements, operational risks, and required competencies.
• Partner with technical leaders and SMEs to establish the knowledge, skills, behaviors, and proficiency standards required for critical roles.
• Diagnose technical performance gaps and distinguish capability‑related issues from process, system, equipment, organizational, or management issues.
• Establish standards and methodologies for technical capability analysis across functions.

3. Technical Curriculum and Learning Pathway Architecture

• Lead the design and governance of role‑based technical curricula and structured learning pathways.
• Establish prerequisites, learning sequences, hands‑on practice, assessments, certifications, and proficiency milestones.
• Ensure technical learning pathways are aligned with organizational skills frameworks, technical standards, career requirements, and business priorities.
• Develop multi‑level learning pathways that support progression from foundational knowledge to advanced technical proficiency.
• Ensure curricula remain current as technologies, processes, products, systems, and operating standards evolve.

4. Technical Content and Performance Support

• Establish standards for the development, validation, maintenance, and version control of technical learning content.
• Oversee the development of technical modules, procedures, simulations, job aids, reference materials, videos, digital content, and performance‑support tools.
• Ensure complex technical concepts are translated into practical, understandable, and job‑relevant learning experiences.
• Establish SME review and approval mechanisms to ensure technical accuracy.
• Build reusable technical knowledge assets that support both formal learning and workplace performance.

5. Technical Training Delivery and Learning Experience

• Establish standards for classroom, laboratory, field‑based, virtual, simulation‑based, and blended technical training.
• Ensure technical training provides sufficient hands‑on practice and realistic application of learning.
• Oversee facilitator deployment, training schedules, learner capacity, facilities, equipment, laboratories, platforms, and technical training resources.
• Personally facilitate selected high‑impact or specialized technical sessions when appropriate.
• Ensure technical learning environments comply with required operational and safety standards.
• Continuously improve the learner experience while maintaining technical rigor.

6. Technical Trainer and SME Capability

• Build and manage a pool of qualified internal technical trainers, SMEs, assessors, and external facilitators.
• Establish qualification standards for technical trainers and assessors.
• Implement Train‑the‑Trainer, facilitator development, observation, coaching, calibration, and certification processes.
• Coach Technical Training team members and SMEs in instructional design, facilitation, assessment, and learner management.
• Develop succession and capability‑building plans for the Technical Training team.

7. Proficiency Assessment and Certification Governance

• Establish technical assessment and certification standards that demonstrate actual job readiness rather than training attendance alone.
• Oversee the development of knowledge assessments, demonstrations, simulations, laboratory exercises, practical examinations, and workplace proficiency validation.
• Ensure assessments are valid, consistent, reliable, and aligned with defined technical standards.
• Establish assessor standards, certification controls, moderation practices, re‑certification requirements, and documentation.
• Partner with recognized external certification bodies when external credentials add business value.

8. Learning Effectiveness and Business Impact

• Establish measures for technical learning effectiveness, proficiency, transfer, and operational impact.
• Track indicators such as completion, certification, assessment performance, proficiency attainment, time‑to‑proficiency, training quality, and application on the job.
• Partner with business stakeholders to connect technical capability development with relevant operational indicators.
• Use performance and learning data to improve curricula, delivery approaches, assessments, and capability investments.
• Prepare technical training dashboards, management reports, and recommendations.

9. Stakeholder and Partner Management

• Build strong partnerships with technical and functional leaders to identify priorities and validate capability requirements.
• Engage HR Business Partners to align technical capability priorities with workforce requirements.
• Partner with internal SMEs in curriculum design, content validation, facilitation, and assessment.
• Manage relationships with training vendors, technical consultants, learning technology providers, academic institutions, and certification bodies.
• Ensure external providers meet defined technical, learning, service, and quality standards.

10. Team Leadership and Governance

• Lead, coach, develop, and performance‑manage the Technical Training team.
• Define roles, priorities, work allocation, capacity requirements, and performance expectations.
• Establish technical training policies, processes, templates, service standards, and quality controls.
• Manage program budgets, vendor resources, training facilities, learning technologies, and other assigned resources.
• Ensure technical training programs comply with organizational policies, regulatory requirements, safety standards, and applicable industry requirements.
• Promote a culture of continuous learning, technical excellence, accountability, and innovation.

Qualifications

Education

• Bachelor's degree in Engineering, Information Technology, Computer Science, Telecommunications, Electronics, Education, Human Resources, Business, or another field relevant to the organization's technical operations.
• Master's degree in Business Administration, Management, Technology Management, Human Resources, Organizational Development, Education, or a related discipline.

Professional Experience

• At least 8 years of relevant professional experience, preferably involving technical training, technical capability development, operations, engineering, information technology, telecommunications, or a related technical environment.
• At least 3 to 5 years of experience leading teams, technical training functions, learning programs, or significant capability‑building initiatives.
• Demonstrated experience designing or governing technical curricula, learning pathways, assessments, certification programs, or hands‑on technical training.
• Experience partnering with technical leaders and subject matter experts to translate operational requirements into capability solutions.
• Demonstrated experience managing multiple learning programs, projects, vendors, stakeholders, and priorities simultaneously.
• Experience in telecommunications, ICT, digital infrastructure, networking, cloud, cybersecurity, data center, field operations, or adjacent technology environments is highly desirable.

Preferred Certifications

Depending on the technical domains assigned to the role, the following would be advantageous rather than mandatory:

• Relevant telecommunications, networking, cloud, cybersecurity, data center, engineering, or technical certifications
• Train‑the‑Trainer or Facilitation Certification
• Instructional Design Certification
• Learning and Development or Talent Development certification