Job description for Learning & Development Officer at Remboelan Restaurant
Job Summary :
The Learning & Development Supervisor is responsible for building and sustaining a learning culture across the organization's >1,000-employee workforce. The role leads the full training lifecycle — from Training Needs Analysis (TNA) to program design, curriculum outputs, delivery, vendor management, and impact measurement. In the Services/Hospitality context, this person will focus on both operational competency (frontline service, SOPs, safety) and leadership development (supervisory skills, succession readiness) while maintaining the company's onboarding standards.
Key Responsibilities :
A. Training Needs Analysis & Planning
- Conduct annual and quarterly Training Needs Analysis (TNA) across all departments and regions
- Translate business goals and performance gaps into actionable learning interventions
- Build the annual Learning & Development Plan (LDP) and secure budget approval Lead
- Prioritize training for critical roles: frontline service staff, supervisors, and high-potential employees
B. Program Design, Development & Delivery
- Design training curriculum for onboarding, technical/operational skills, soft skills, and leadership development
- Develop and maintain e-learning modules, facilitator guides, and training materials
- Facilitate training sessions directly (classroom, virtual, on-the-job) for supervisory and leadership programs
- Create and manage Individual Development Plans (IDPs) for high-potential and succession candidates
C. Vendor & External Partnership Management
- Source, evaluate, and manage external training vendors and certification bodies
- Manage training budget, vendor contracts, and ROI measurement
- Coordinate with hospitality/service industry associations for relevant certification programs
D. Learning Impact Measurement & Reporting
- Measure training effectiveness
- Track training hours per employee, completion rates, and cost-per-training metrics
- Submit monthly L&D dashboards to HR Manager; present quarterly findings to leadership
- Link training completion to performance review data to demonstrate business impact
E. Onboarding & Culture Programs
- Own and continuously improve the new employee onboarding program (national standard)
- Develop and facilitate culture and values embedding programs
- Support internal mobility by designing cross-training and rotation program structures
Experience Requirements :
- Minimum 3–5 years in Learning & Development, Training, or Organizational Development roles
- Demonstrated experience in designing programs for large or multi-site workforces (frontline-heavy preferred)
- Experience in Services/Hospitality or Retail is a distinct advantage (understanding frontline learning challenges)
- Background in both classroom facilitation and e-learning development is highly valued
Behavioral Competencies :
- Energetic facilitator with strong presentation and public speaking ability
- Empathetic and people-centric — able to connect with both frontline staff and senior leaders
- Creative curriculum designer — can translate SOPs into engaging learning experiences
- Self-starter with project ownership mindset — L&D function will be largely built from the ground up
- Analytical — comfortable measuring training ROI and linking learning to business outcomes
