Head Of Learning Department

AGAPE CP HOLDINGS PTE. LTD.; Singapore; On-site; SGD 70,000 - 100,000; Full time

Job summary

A leading social enterprise training provider in Singapore is seeking a Head of Learning Academy to oversee training and workforce initiatives. This role requires strategic direction in developing compliance with regulatory standards and driving revenue through partnerships. The successful candidate will focus on creating a structured mentoring framework and enhancing training programs to meet industry demands. The position is integral to expanding Agape’s impact in social enterprise and workforce development.

Qualifications

• Experience in strategic development for training and workforce initiatives.
• Expertise in compliance with training regulations.
• Ability to drive revenue growth through partnerships.

Responsibilities

• Develop and execute training and workforce development initiatives.
• Drive revenue growth through training program sales.
• Establish and monitor a mentoring framework.

Skills

Strategic planning

Compliance management

Revenue generation

Mentoring

Partnership development

Job description

Position: Head, Learning Academy

Company: Agape Connecting People Pte Ltd
Reporting to: CEO
Location: Singapore

Role Brief

The Head of the Learning Academy is responsible for the strategic direction, development, and execution of all training and workforce development initiatives at Agape Group of Companies. This includes overseeing training, placement, and mentoring programs, ensuring compliance with SkillsFuture Singapore (SSG) and Workforce Singapore (WSG) frameworks, and driving revenue growth through strategic partnerships and business development.

A key priority is to address the ATO audit by identifying compliance gaps, implementing corrective measures, and ensuring a successful re-audit. Additionally, the role requires driving revenue growth by leveraging the call centre and business development (BD) sales team to increase enrolment and expand Agape’s training programs.

Another critical aspect is establishing a structured mentoring framework—either through personal expertise or by engaging external vendors—to support learners in their career development and transition.

Key Responsibilities

1. ATO Audit Compliance & Rectification

• Conduct a comprehensive review of the ATO audit findings and develop a corrective action plan.
• Implement immediate and long-term solutions to address compliance gaps.
• Full spectrum of processes, procedures, compliances and fulfillments of WSQ courses governed by SSG
• Work closely with SkillsFuture Singapore (SSG) and relevant authorities to ensure adherence to regulatory requirements.
• Establish a robust internal audit framework to prevent future compliance lapses.

2. Revenue Growth & Business Development

• Drive revenue generation for the Learning Academy through training program sales and corporate partnerships.
• Work closely with the call centre and BD sales team to develop and execute a sales and marketing strategy to increase training enrolments.
• Identify new revenue streams, including customized corporate training, government grants, and industry partnerships.
• Set and monitor sales targets, ensuring continuous growth and financial sustainability.

3. Training & Curriculum Development

• Design and develop high-quality training programs tailored to the needs of Agape’s beneficiaries and corporate partners.
• Ensure alignment of training content with SkillsFuture and industry standards.
• Oversee the accreditation and approval process for SkillsFuture-funded courses.

4. Mentoring Program Development

• Establish a structured mentoring framework to support learners in their career transitions and skills development.
• Either develop the mentorship program using personal expertise or engage external vendors to implement a structured system.
• Identify and onboard qualified mentors, ensuring alignment with Agape’s values and training objectives.
• Set clear objectives and KPIs to measure the success and impact of the mentoring program.

5. Industry Engagement & Partnerships

• Build strong partnerships with government agencies, corporations, educational institutions and other partners to drive collaboration.
• Engage with industry leaders to ensure Agape’s training programs remain relevant and responsive to demands.
• Represent the Learning Academy at industry events, forums, and networking opportunities.

6. Performance Tracking & Reporting

• Establish clear KPIs for training programs, revenue generation, and mentoring outcomes.
• Regularly track and report progress on revenue, enrolments, audit compliance, and mentorship effectiveness to the CEO and leadership team.
• Implement data-driven decision-making using analytics to improve program effectiveness.

7. Digital Transformation & Learning Innovations

• Explore technology-driven solutions such as e-learning platforms, digital courses, and AI-powered career guidance to enhance training accessibility.
• Work with the call centre to integrate automation and digital engagement in learner recruitment and outreach.

8. Sustainability & Long-Term Growth

• Develop a sustainable funding model for the Learning Academy, securing government grants, corporate sponsorships, or donor funding.
• Position Agape’s Learning Academy as a leading social enterprise training provider with a focus on inclusive workforce development.

9. Leadership & Team Building

• Foster a strong, mission-driven culture within the Learning Academy team.
• Provide leadership training and career progression opportunities for trainers and staff.
• Ensure collaboration across departments (e.g., call centre, BD sales, operations) to align all efforts toward Agape’s goals.

Key Performance Indicators (KPIs)

• Successful rectification of the ATO audit and full compliance with regulatory standards.
• Revenue growth and training enrolment numbers driven by the call centre and BD sales team.
• Growth in SkillsFuture-accredited courses and number of learners trained.
• Expansion of strategic partnerships and collaborations.
• Successful implementation of a mentoring framework, with measurable learner impact.
• Learner satisfaction and engagement scores.
• Drive revenue, cost and profit for the department growth.