Elizabeth Maddeux provides a range of human resources solutions designed to empower your workforce, enhance technical proficiency, refine soft skills, and accelerateorganizational growth for better impacts by enhancing organizational dynamics through a well-rounded and robust human resource intervention.
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.