Learning and Development Officer at Ha-Shem Limited

Job Summary

• The Learning & Development (L&D) Officer is responsible for designing, implementing, and evaluating training programs that enhance the skills, performance, and career development of employees within the IT organization. This role ensures that all learning initiatives align with business goals, support technical and soft-skill capability growth, and contribute to a culture of continuous learning. The L&D Officer will collaborate with department heads, subject matter experts, and external providers to assess training needs, develop relevant content, and monitor the impact of training interventions across the company.

Key Responsibilities

Training Needs Assessment & Planning

• Conduct periodic Training Needs Analysis (TNA) using performance data, surveys, interviews, and competency assessments.
• Partner with line managers to identify competency gaps and recommend learning solutions.
• Develop annual and quarterly training calendars aligned with business goals and technological advancements.

Learning Design & Development

• Design and develop training content, learning materials, job aids, e-learning modules, and technical learning paths for IT roles.
• Customize digital and classroom learning programs that address technical skills (cloud, security, DevOps, networking, IT support), leadership, and behavioral competencies.
• Ensure training content complies with industry standards and supports career progression frameworks.

Training Delivery & Facilitation

• Deliver instructor-led training (physical and virtual) using modern facilitation techniques.
• Coordinate internal and external training programs, certifications, and knowledge-sharing sessions.
• Manage onboarding programs for new hires, ensuring seamless orientation and assimilation.

Learning Management System (LMS) Administration

• Upload, track, and manage training activities on the LMS.
• Generate training reports, monitor completion rates, and ensure accurate employee learning records.

Evaluation & Reporting

• Evaluate training effectiveness using the Kirkpatrick Model (Levels 1–4).
• Prepare monthly, quarterly, and annual L&D performance reports for management.
• Monitor ROI of learning interventions and recommend improvements.

Career Development & Talent Management

• Support competency framework development and career progression pathways for IT and non-technical staff.
• Manage leadership development programs, mentorship initiatives, and talent review cycles.
• Participate in succession planning discussions with management.

Learning Culture & Engagement

• Promote a culture of continuous learning through internal campaigns, communities of practice, and knowledge-sharing sessions.
• Organize tech talks, brown-bag sessions, hackathons, and internal workshops.

Vendor Management

• Source, evaluate, and manage external training providers and certification bodies.
• Negotiate contracts and ensure quality delivery of outsourced training.

Key Performance Indicators (KPIs)

Training Delivery & Completion

• Training completion rate: 90% minimum per quarter.
• Number of training hours per employee: Target set by management (e.g., 25–40 hours annually).
• On-time execution of training calendar: 95% adherence.

Training Effectiveness

• Learner satisfaction scores: Minimum 85% positive feedback.
• Performance improvement post-training: Measurable increase (e.g., 10–20%) in individual/team performance metrics.
• Knowledge retention score: Minimum 80% average in post-training assessments.

Operational Efficiency

• LMS data accuracy: 100% training records updated.
• Training budget optimization: <5% variance from approved budget.
• Turnaround time for training requests: ≤ 5 working days.

Strategic Impact

• Reduction in identified skill gaps: Achieve at least 20% annual reduction.
• Increase in employee engagement with learning programs: Measured through participation levels and survey results.
• Support for certification programs: At least 70% certification success rate.

Required Skills & Competencies

Technical Skills

• Strong knowledge of IT concepts (networking, cloud, cybersecurity, Microsoft 365, software development lifecycle, IT service management).
• Experience designing digital learning content using tools like Articulate 360, Camtasia, Adobe Captivate, or similar.
• Proficiency in LMS platforms (TalentLMS, SAP SuccessFactors, Moodle, Docebo, etc.).
• Ability to analyze data and generate reports using Excel, Power BI, or HRIS tools.

Learning & Development Skills

• Advanced training needs analysis and curriculum development skills.
• Expert facilitation and presentation skills for both technical and soft-skills topics.
• Strong understanding of adult learning principles and instructional design methodologies (ADDIE, SAM).
• Knowledge of L&D evaluation models (Kirkpatrick, Phillips ROI).

Behavioral & Soft Skills

• Excellent communication and interpersonal skills.
• Strong stakeholder management and cross-functional collaboration skills.
• High attention to detail and organizational planning ability.
• Problem-solving mindset and ability to work in a fast-paced IT environment.
• Creativity and innovation in designing engaging learning experiences.

Educational & Professional Requirements

• Bachelor’s degree in human resources, Education, IT, or related field.
• Professional certifications (an advantage):
• Minimum of 2–3 years L&D experience, ideally in the IT or technology industry