Talent Development Specialist

About the job:

The Talent Development Specialist will be responsible for the design, implementation and management of learning and development programs within the organization. The role will work closely with HR, managers, and subject matter experts to identify training needs, develop training materials, and deliver effective learning experiences. The role will measure the effectiveness of training programs delivered and implement and maintain learning related technologies to enable effective learner experience. The role will work in partnership with the Talent Development Director to drive digital fluency within the organization.

Responsibilities:

• Training Needs Analysis: Conduct training needs assessments to identify skill gaps and learning objectives for employees and teams. Collaborate with HR and management teams to align training initiatives with organizational goals and strategic priorities. Analyze performance data and feedback to identify areas for improvement and develop targeted training solutions.
• Training Program Design & Delivery: Design, develop and deliver a variety of learning programs to meet identified skills gaps for the employee. Design, develop and implement self-paced and blended online learning content and solutions. Partner with Universities and Learning Institutions to deliver niche learning interventions, as required by work streams and Business units. Build strong working relationships with relevant business leaders associated with program of work and subject matter experts. Drive process trainings for new joiners and refresher for existing workforce. Lead training sessions and workshops on personal development, behavioral change, and leadership development.
• Training Delivery and Facilitation: Deliver training sessions using a variety of methods, such as instructor-led training, virtual classrooms, e-learning modules, and workshops. Facilitate engaging and interactive learning experiences, encouraging participation and knowledge transfer. Adapt training delivery methods to accommodate different learning styles and preferences.
• Skills Assessment: Conduct periodic skill assessment programs for the employees across level to identify skill gaps and strengths. Create evaluation metrics/ assessment tools based on industry practice and internal SME inputs.
• Training Evaluation and Measurement: Develop and implement evaluation methods to assess the effectiveness and impact of talent development programs. Collect and analyze data on program outcomes, participant feedback, and business impact to continuously improve and refine initiatives. Establish metrics and key performance indicators (KPIs) to measure the impact of learning initiatives.
• Learning Technology and Tools: Stay updated on learning technologies and tools to enhance the delivery and effectiveness of talent development programs. Collaborate with cross-functional teams to identify learning needs and align programs with organizational objectives. Build strong relationships with external vendors and partners for updated and efficient content delivery.
• Learning Management System (LMS) Administration: Manage the learning management system, including course creation, enrollment, tracking, and reporting. Ensure the LMS is up to date with relevant training materials and resources. Provide technical support and guidance to employees regarding the use of the LMS.
• Learning Program Assurance: Ensure all L&D programs adhere to industry standards and compliance requirements. Conduct regular reviews and quality assessments of training materials and delivery.
• Digital Fluency: Enable learning programs to uplift the digital fluency and foundational technology skills of the broader organization in keeping with the needs of a product and platform technology organization.
• Succession Planning and Career Development: Collaborate with HR Business Partners and talent management teams to identify high-potential employees and develop succession plans. Design and implement career development programs and initiatives to support employees career growth and advancement.
• Evaluation and Measurement: Develop and implement evaluation methods to assess the effectiveness and impact of talent development programs. Collect and analyze data on program outcomes, participant feedback, and business impact to continuously improve and refine initiatives.

Minimum qualifications:

• A bachelor's in Human Resources, Business Administration, or a related field is typically required. Specialization or coursework in Learning and Development, performance management, or organizational development is beneficial.
• From 0 - 3 years in the talent management team of HR department, learning and development, organizational development, or other related fields with experience in creating content from storyboards or topic outlines and/or converting documentation into appropriate enablement content, building effective learning programs and e-learning courses ground up.