Job Purpose

The Job Holder is responsible for designing, implementing and continuously improving learning and capability development programs for Technology Division. The role focuses on technology workforce capability, including competency framework, skill standards, learning roadmaps, development programs and effectiveness measurement, in order to strengthen professional capability, leadership capability and workforce performance within Technology Division.

Key Accountabilities (1)

1.Technology Capability Framework

• Build and maintain competency frameworks for roles and job titles within Technology Division.
• Develop and standardize skill taxonomy, job families, role profiles, competency standards, proficiency levels and career paths for technology job groups.
• Work with Technology leaders, functional managers and subject matter experts to validate required skills and capability standards for current and future technology roles.
• Coordinate with HR and relevant stakeholders to ensure alignment between Technology career architecture, internal job framework and talent development direction.

Key Accountabilities (2)

2. Capability Needs Analysis & Gap Assessment

• Partner with IT function heads, managers and relevant stakeholders to identify current and future capability needs of the technology workforce.
• Conduct competency gap assessment and capability gap assessment by job family, functional team, critical capability or target population.
• Translate assessment results into capability development priorities, learning roadmaps and practical action plans.
• Ensure development priorities are linked to Technology strategy, operating priorities, transformation initiatives and key project demands, without taking ownership of resource planning or headcount allocation.

Key Accountabilities (3)

3. Learning Solution Design & Program Implementation

• Design learning solutions, including learning objectives, curriculum, learning journey, learning assets, delivery approach and evaluation method for different technology audiences.
• Design and implement training programs, capability development programs, leadership/manager development programs for Technology and other learning initiatives as assigned.
• Coordinate with internal SMEs, external trainers/vendors and relevant stakeholders to design, deliver and improve technical, professional and leadership learning programs.
• Manage learning projects/initiatives within agreed scope, timeline, quality and stakeholder expectations.
• Review, improve and maintain learning content and learning assets to ensure relevance to Technology capability needs and market practices.

4. Learning Measurement & Reporting

• Track and measure program effectiveness using indicators such as training completion, learning adoption, learner feedback, learning asset utilization, competency gap closure and impact on workforce capability/performance.
• Prepare periodic reports and capability dashboards to provide insights and recommendations on learning effectiveness and capability development progress.
• Use data and stakeholder feedback to continuously improve learning programs, curriculum, assessment tools and learning experience.
• Support planning, tracking and effectiveness review of assigned learning/development budgets when required.

Success Profile - Qualification and Experiences

Qualification:

• University degree or higher in Human Resources, Business Administration, Education, Organizational Development, Psychology, Technology Management or related fields.
• Professional certifications in L&D, OD, instructional design, coaching, agile, project management or technology-related certifications are advantages.
• English proficiency: able to work with English learning materials, communicate with stakeholders/vendors and prepare reports/presentations in English.

Experience:

• Minimum 7+ years of experience in Learning & Development, Capability Development, Organization Development, Talent Development, HR Strategy or related areas.
• Hands-on experience building competency frameworks, skill matrix, capability models, career paths or learning roadmaps for a large organization or sizable business/function.
• Experience conducting capability gap assessment and translating assessment results into learning and development plans.
• Experience designing learning solutions, learning journeys, curriculum, learning assets and learning effectiveness evaluation methods.
• Experience supporting Technology/IT/Digital/Data/Product/Engineering workforce capability development is strongly preferred.
• Experience in organizations with more than 1,000 employees, banking, technology, fintech, consulting or large enterprises is preferred.
• Experience using LMS, e-learning, authoring tools, learning analytics or dashboard/reporting tools is an advantage.

Key Relationships - Direct Manager

Director / Senior Manager / Manager, IT Resource Management or designated leader under IT Administration.

Key Relationships - Direct Reports

Key Relationships - Internal Stakeholders

Technology Division leaders, IT function heads, managers, internal SMEs, HR, HRBP/L&D teams, Strategy/Portfolio teams and relevant internal departments.

Key Relationships - External Stakeholders

External trainers, learning vendors, technology certification bodies, consulting partners and professional service providers when applicable.