Senior Manager - Training & Development - PostEx

Taraki; Lahore; Presencial; PKR 3 500 000 - 5 500 000; Tempo integral

Resumo da oferta

PostEx in Lahore is seeking a Senior Manager – Training & Development to lead design, implementation and evaluation of learning initiatives across the organization. You will build a scalable learning culture and drive programs that boost capability, performance and leadership effectiveness.

The role requires expertise in L&D strategy, capability building, and large-scale training operations across a distributed workforce, partnering with business leaders to translate needs into measurable

Qualificações

• Master's degree in HR, business, org psychology, education, management or related field.
• 8–12 years in L&D, training, or organizational development.
• 3–5 years in a managerial/senior L&D role.
• Experience with LMS and digital learning platforms.

Responsabilidades

• Lead design, implementation and evaluation of learning initiatives.
• Build scalable learning culture and training programs.
• Partner with business leaders to translate requirements into learning solutions.
• Develop leadership, functional and soft-skill training programs.

Conhecimentos

Learning & Development

Training strategy

Capability building

Leadership development

Performance management

Large-scale training operations

Formação académica

Master's degree in HR/Business/Organizational Psychology

Ferramentas

LMS

Excel

PowerPoint

Descrição da oferta de emprego

Our client PostEx is hiring a Senior Manager - Training & Development in Lahore.

Job Summary

We are looking for an experienced and strategic Senior Manager – Training & Development to lead the design, implementation, and evaluation of learning and development initiatives across PostEx. The role will be responsible for building a scalable learning culture and developing training programs that improve employee capability, operational performance, leadership effectiveness, and overall business outcomes. The ideal candidate should have strong experience in Learning & Development, training strategy, capability building, leadership development, performance management, and large-scale training operations. The candidate should be comfortable working with a diverse, geographically distributed workforce and partnering closely with business leaders to identify capability gaps and translate business requirements into measurable learning solutions.

Key Responsibilities

Training & Development Strategy

• Develop and execute the organization's annual Learning & Development strategy aligned with business objectives.
• Identify current and future capability requirements across Operations, Logistics, Technology, Finance, Sales, Customer Experience, and Corporate functions.
• Develop annual training calendars and ensure timely execution across departments and locations.
• Establish structured learning pathways for employees at different levels, from frontline staff to senior management.
• Develop programs to support employee career growth, internal mobility, and succession planning.

Training Needs Analysis

• Conduct comprehensive Training Needs Analysis (TNA) through performance data, business requirements, employee feedback, manager inputs, and competency assessments.
• Identify skill and knowledge gaps across functions, regions, branches, hubs, and management levels.
• Partner with departmental heads to identify critical capability gaps affecting business performance.
• Translate identified gaps into targeted learning interventions.

Program Design & Delivery

• Design and implement technical, functional, behavioral, leadership, and soft-skills training programs.
• Develop onboarding and induction programs for new employees.
• Build role-based training programs for operational and corporate functions.
• Develop leadership development programs for Team Leads, Managers, Senior Managers, and future leaders.
• Introduce blended learning approaches, including classroom training, workshops, e-learning, virtual sessions, coaching, mentoring, and on-the-job learning.
• Develop training content, facilitator guides, assessments, case studies, simulations, and learning materials.
• Ensure training programs are practical, engaging, and relevant to business requirements.

Leadership & Management Development

• Develop leadership capability frameworks and development programs.
• Establish programs for first-time managers and emerging leaders.
• Conduct management development workshops covering areas such as:
• People Management
• Performance Management
• Communication
• Conflict Resolution
• Decision Making
• Coaching & Feedback
• Team Building
• Strategic Thinking
• Change Management

Operational Training

• Partner with Operations and Logistics leadership to develop training programs for frontline and operational teams.
• Design capability-building programs for Branch Managers, Hub Managers, Area Managers, Fleet teams, Linehaul teams, Last-Mile teams, and other operational roles.
• Develop standardized training and certification programs for critical operational positions.
• Ensure consistency in training standards across different regions and locations.
• Monitor post-training performance to evaluate whether learning is translating into operational improvements.

Training Effectiveness & Analytics

• Establish clear KPIs and metrics to measure training effectiveness.
• Evaluate learning using appropriate methodologies, including knowledge assessments, feedback, behavioral observations, and business-performance indicators.
• Track training ROI and identify opportunities for improvement.
• Develop regular L&D dashboards and management reports covering:
• Training hours
• Training completion
• Employee participation
• Assessment scores
• Training effectiveness
• Post-training performance
• Cost per participant
• Program ROI

Vendor & Stakeholder Management

• Identify, evaluate, and manage external training providers, consultants, coaches, and subject-matter experts.
• Negotiate training proposals, budgets, and commercial terms with vendors.
• Build strong relationships with internal stakeholders and business leaders.
• Partner with HR Business Partners, Talent Acquisition, Performance Management, and other HR functions to create an integrated employee development framework.

Team Leadership

• Lead and develop the Training & Development team.
• Establish individual and team objectives aligned with the L&D strategy.
• Monitor team performance and ensure effective execution of the training calendar.
• Coach team members and build internal training capabilities.

Qualifications & Experience

• Master's degree in Human Resources, Business Administration, Organizational Psychology, Education, Management, or a related field.
• 8–12 years of relevant experience in Learning & Development, Training, Talent Development, or Organizational Development.
• Minimum 3–5 years of experience in a managerial/senior management L&D role.
• Experience managing learning programs for a large and geographically distributed workforce.
• Experience in logistics, e-commerce, fintech, retail, FMCG, telecom, banking, or another high-volume operational environment will be preferred.
• Strong experience in Training Needs Analysis, competency development, leadership development, and training evaluation.
• Experience with LMS and digital learning platforms.
• Strong MS Excel, PowerPoint, and reporting skills.

Key Competencies

• Learning & Development Strategy
• Training Needs Analysis
• Leadership Development
• Competency Frameworks
• Instructional Design
• Facilitation & Training Delivery
• Performance & Capability Development
• Coaching & Mentoring
• Learning Analytics
• LMS Management
• Stakeholder Management
• Vendor Management
• Team Leadership
• Change Management
• Strategic Thinking
• Communication & Presentation

Key Performance Indicators (KPIs)

• Training plan/calendar execution
• Training completion and participation rate
• Training effectiveness score
• Post-training performance improvement
• Employee competency improvement
• Leadership development outcomes
• Internal promotion/readiness rate
• Training cost optimization
• Learning ROI
• Employee learning engagement
• LMS adoption and utilization
• Business impact of training interventions

Ideal Candidate Profile

The ideal candidate will be a strategic yet hands-on L&D professional who can build training systems from the ground up while also personally driving critical learning initiatives. The candidate should be capable of working with senior leadership to identify business capability gaps and then translating those requirements into practical, measurable, and scalable learning programs for both corporate and frontline employees.