Learning and Development Officer at Elizabeth Maddeux

Job Summary

• We are seeking a highly motivated and strategic Learning and Development Officer to join our Consulting team.
• The successful candidate will be responsible for designing, implementing, and continuously improving learning and development initiatives that enhance employee performance, build organizational capability, and support business objectives.
• In this role, you will work closely with leadership, HR, and business unit heads to identify skill gaps, develop structured learning programs, and foster a strong culture of continuous learning across the organization.
• This position is ideal for a proactive professional with a passion for people development, training innovation, and measurable impact.

Key Responsibilities
Learning Needs Assessment and Strategy Development:

• Conduct comprehensive learning needs assessments across departments to identify skill gaps, competency requirements, and development priorities.
• Collaborate with senior management and business leaders to align learning initiatives with organizational goals and consulting project demands.
• Develop and maintain an annual Learning and Development (L&D) strategy and roadmap that supports both short-term and long-term business objectives.
• Analyze workforce data, performance reviews, and feedback to inform learning interventions.

Training Program Design and Implementation:

• Design, develop, and deliver structured training programs, including onboarding, technical skills, soft skills, leadership development, and compliance training for client organizations.
• Create blended learning solutions using instructor-led training, virtual sessions, e-learning modules, workshops, and self-paced learning resources.
• Customize learning content to suit different roles, career levels, and consulting specializations.
• Ensure all training materials are engaging, up-to-date, and aligned with best practices in adult learning.

Learning Delivery and Facilitation:

• Facilitate virtual and, when required, in-person training sessions with professionalism and impact.
• Coordinate external trainers, facilitators, and subject-matter experts when specialized knowledge is required.
• Manage training schedules, calendars, and participation to ensure optimal attendance and engagement.
• Provide coaching and support to employees during and after training sessions to reinforce learning outcomes.

Performance Support and Career Development:

• Support career development initiatives by creating learning pathways and competency frameworks for various roles within the organization.
• Partner with HR to integrate learning programs into performance management and succession planning processes.
• Develop leadership and high-potential employee development programs.
• Offer guidance to employees on learning opportunities aligned with their career goals.

Learning Evaluation and Continuous Improvement:

• Establish evaluation methods to measure the effectiveness and impact of learning programs.
• Collect and analyze feedback from participants, managers, and stakeholders to assess training outcomes.
• Use data and insights to continuously improve learning content, delivery methods, and overall L&D strategy.
• Prepare regular reports and dashboards on learning outcomes, participation rates, and ROI.

Learning Systems and Knowledge Management

• Manage learning management systems (LMS) and digital learning platforms.
• Ensure accurate tracking of training attendance, certifications, and completion records.
• Promote knowledge sharing and documentation of best practices across consulting teams.
• Support the development of internal knowledge repositories and learning resources.

Key Performance Indicators (KPIs)

• Percentage of identified skill gaps addressed through targeted learning programs.
• Training participation and completion rates across departments.
• Post-training evaluation scores and learner satisfaction ratings.
• Improvement in employee performance and productivity is linked to learning interventions.
• Number and quality of learning programs delivered annually.
• Adoption and usage rate of learning management systems and digital learning tools.
• Measurable impact of learning initiatives on business outcomes and consulting project success.
• Timely delivery of training programs within approved budgets.

Qualifications & Experience

• Bachelor’s degree in Human Resources, Education, Psychology, Business Administration, or a related field.
• A Master’s degree or professional certification in Learning and Development, HR, or Training is an added advantage.
• Minimum of 5 years of experience in Learning and Development, Training, or Talent Development, preferably within a consulting or professional services environment.
• Proven experience designing and delivering training programs for diverse employee groups.
• Strong understanding of adult learning principles and instructional design methodologies.

Skills & Competencies:

• Excellent communication, presentation, and facilitation skills.
• Strong analytical and problem-solving abilities.
• Ability to design engaging and effective learning content.
• Proficiency in using Learning Management Systems (LMS) and digital learning tools.
• Strong organizational and project management skills.
• Ability to work independently in a remote environment while collaborating effectively with cross-functional teams.
• High level of professionalism, confidentiality, and ethical judgment.
• Passion for continuous learning and people development.