Senior Manager / Vice President, Learning & Talent Development

Private Advertiser; Muntinlupa; On-site; PHP 1,500,000 - 2,100,000; Full time

Job summary

Private Advertiser seeks a seasoned Senior Manager/VP of Learning & Talent Development to architect enterprise-wide learning strategies and leadership pipelines across its international footprint. You will lead end-to-end design, implementation, and measurement of blended learning, executive leadership programs, and strategic partnerships.

The role demands strategic thinking, executive presence, and deep experience in instructional design, talent analytics, and change leadership to drive

Qualifications

• 10+ years in Learning & Development, Talent Management, or Organizational Development with 4–6 years in senior leadership roles.

Responsibilities

• Design and implement enterprise-wide talent development and capability architecture aligned with business growth.
• Lead blended learning strategy and experience design across global teams and time zones.
• Oversee executive leadership development, coaching, and succession programs for senior leaders.
• Manage ecosystem of external partners and vendors to ensure quality and cost efficiency.

Skills

L&D leadership experience

Executive enablement

Executive coaching

Stakeholder influence

Education

Bachelor/Master in HR or related field

Job description

Role Overview

We are seeking an experienced, visionary Senior Manager / Vice President of Learning & Talent Development to architect and drive our enterprise-wide learning and talent evolution strategy. Operating at an executive peer level, you will serve as the principal strategist for building organizational capabilities, fostering continuous growth, and nurturing the next generation of enterprise leaders.

In this role, you will lead the end-to-end design, implementation, and measurement of innovative blended learning frameworks, oversee high-impact executive leadership pipelines, and partner closely with C-suite and business leaders across our international footprint.

Core Responsibilities

1. Strategic Talent Development & Capability Architecture

• Establish an enterprise talent development roadmap aligned directly with overarching business growth priorities and future capability requirements.

• Design competency frameworks, succession-planning pathways, and career progression models that identify, retain, and elevate high-potential talent.

• Partner with senior business unit leaders and People Business Partners (HRBPs) to diagnose organizational capability gaps and implement proactive, measurable talent solutions.

• Define and track key performance indicators (KPIs) and ROI metrics to quantify the impact of talent programs on retention, succession readiness, and organizational performance.

2. Blended Learning Strategy & Experience Design

• Direct the conceptualization and deployment of multi-modal, blended learning initiatives (e.g., synchronous virtual workshops, asynchronous microlearning, cohort-based experiential labs, peer-to-peer mentoring, and immersive simulations).

• Curate modern, engaging learning journeys that adapt to diverse learning styles, time zones, and distributed work environments.

• Drive digital transformation across our learning ecosystem, leveraging LMS/LXP platforms, AI-assisted learning tools, and modern instructional technologies to maximize accessibility and engagement.

• Oversee continuous evaluation loops to iterate and enhance curriculum quality, engagement scores, and behavior-change metrics.

3. Executive & Senior Leadership Development

• Champion the design, curation, and delivery of flagship leadership programs specifically tailored for Director, VP, and Executive-level leaders.

• Implement structured executive coaching, 360-degree feedback assessments, and strategic sponsorship programs for high-potential leaders.

• Facilitate strategic alignment workshops, executive offsites, and board-level developmental forums.

• Build succession readiness cohorts to de-risk key business functions and accelerate executive bench readiness.

4. Ecosystem & Vendor Network Management

• Establish governance models and operating rhythms for external learning partners, consultants, and educational institutions.

• Direct the negotiation, procurement, and ongoing performance management of learning service providers to ensure top-tier quality and cost efficiency.

• Stay abreast of emerging global trends in adult learning theory, neuroscience of leadership, and organizational development to integrate leading-edge methodologies into our programs.

Qualifications & Experience

Required Qualifications

• Experience: 10+ years of progressive experience in Learning & Development, Talent Management, or Organizational Development, with at least 4–6 years operating at a Senior Manager, Director, or VP-equivalent capacity within a complex, matrixed, or global environment.

• Instructional Architecture: Proven track record designing and scaling comprehensive, blended learning curricula from the ground up for diverse workforce segments.

• Executive Leadership Enablement: Demonstrated expertise in architecting and delivering developmental programs, executive coaching engagements, and succession interventions for senior and executive leaders.

• Executive Presence & Stakeholder Influence: Exceptional credibility, communication, and consultative acumen when partnering with, challenging, and presenting to C-suite and Board stakeholders.

• Education & Credentials: Bachelor’s or Master’s degree in Human Resources, Organizational Psychology, Adult Education, Business Administration, or equivalent practical experience.

Preferred (Nice-to-Have)

• Extensive Vendor & Partner Network: An established, mature network of premium executive education partners, boutique L&D consultancies, executive coaches, and assessment providers.

• Assessment & Coaching Accreditations: Formal certifications in recognized psychometric instruments and coaching frameworks (e.g., ICF PCC/MCC, Hogan, Leadership Circle Profile, Korn Ferry, Myers-Briggs/MBTI, or DISC).

• Global / Multi-Market Experience: Background supporting distributed, cross-cultural teams across multiple geographic regions or international markets.

Key Competencies

• Strategic Acumen: Balances long-term capability building with immediate operational needs; translates complex business requirements into tangible development roadmaps.

• Human-Centered Design: Focuses on the learner's lived experience to build programs that drive genuine behavioral adoption rather than mere compliance.

• Data-Informed Decision-Making: Leverages qualitative feedback and quantitative talent analytics to evaluate program efficacy and drive continuous improvement.

• Change Leadership: Serves as a cultural catalyst, championing psychological safety, growth mindset, and inclusive leadership behaviors across the company.