Training and Development Specialist

1. Job Summary

The Training & Development Specialist is responsible for designing, implementing, and evaluating employee development initiatives to strengthen organisational capabilities and support business objectives.

The role focuses on identifying competency gaps, developing structured learning programmes, managing learning platforms and knowledge resources, and building internal talent pipelines. The position also works closely with business leaders to ensure employee development initiatives contribute directly to operational performance and long-term organisational growth.

2. Key Responsibilities

A. Learning Strategy & Programme Development

• Conduct training needs assessments based on business strategies, competency frameworks, performance evaluations, and recommendations from relevant departments.
• Develop annual and quarterly training plans and budgets, ensuring alignment with organisational priorities and competency gaps.
• Design and develop structured learning pathways based on job positions and job families.
• Develop and manage key learning programmes, including employee onboarding, succession planning, and management development.
• Create and update training materials, learning resources, assessment tools, and course content.
• Standardise training programmes according to job levels, professional requirements, and organisational competencies.
• Develop and maintain training policies, procedures, and competency-based learning frameworks.
• Contribute to the development of management competency frameworks, skill sets, and role-specific training curricula.
• Implement diverse learning methods, including internal training, external courses, e-learning, coaching, mentoring, and on-the-job training, following the 70-20-10 learning model.
• Coordinate periodic competency assessments to evaluate employee development needs.

B. Training Implementation & Effectiveness Evaluation

• Plan, organise, and deliver training programmes across different employee levels and professional functions.
• Design and manage employee onboarding programmes, working with line managers to monitor new employees' development throughout the first 30, 60, and 90 days.
• Coordinate professional, technical, safety, and mandatory certification training programmes.
• Organise soft skills, leadership, ESG, AI, and digital transformation training initiatives.
• Identify, select, and manage external training providers, consultants, and subject matter experts.
• Evaluate training effectiveness across multiple levels, including participant feedback, knowledge acquisition, behavioural changes, and workplace performance.
• Monitor training expenditure and manage employee training commitments in accordance with company policies.
• Ensure employees requiring mandatory certifications maintain valid and up-to-date qualifications.

C. Learning Management & Knowledge Development

• Maintain employee training records, learning histories, and development data through HR management systems and Learning Management Systems (LMS).
• Administer and optimise digital learning platforms, internal knowledge repositories, and learning resources.
• Establish and facilitate Communities of Practice (CoP) to encourage knowledge sharing and cross-functional collaboration.
• Coordinate individual development plans, professional development pathways, and career progression initiatives.
• Support succession planning and talent development programmes for employees identified as future leaders.
• Develop cross-departmental job rotation and development opportunities to strengthen internal talent capabilities.
• Implement structured mentoring and succession development programmes for critical positions, including project managers, site managers, and field engineers.
• Develop and maintain an internal trainer and subject matter expert network.
• Identify, select, train, assess, and recognise internal trainers through Train-the-Trainer (TOT) programmes.
• Build and maintain an internal knowledge management system, including standardised learning materials, best-practice documentation, lessons learned, and digital training resources.
• Promote knowledge-sharing activities across departments, business units, and professional levels.

D. Reporting & Continuous Improvement

• Manage training documentation and maintain accurate employee learning records.
• Monitor, analyse, and report key Learning & Development performance indicators, including:
  • Training plan completion rate.
  • Average training hours per employee.
  • Training expenditure and budget utilisation.
  • Employee training satisfaction.
  • Training effectiveness and workplace application.
  • Progress of succession and development programmes.
• Prepare regular training performance reports and recommend data-driven improvements.
• Participate in key HR projects and organisational initiatives, including Learning & Knowledge Management, Talent Mapping, Innovation & Research & Development, and Employee Experience & Organisational Culture.
• Support cross-functional projects and provide backup assistance to other HR functions when required.
• Perform other duties as assigned by the direct manager.

3. Authority & Decision-Making

• Request relevant departments to provide training needs, nominate participants, and assign internal trainers in accordance with approved training plans.
• Recommend external training providers, consultants, experts, and learning programmes within the approved budget.
• Report violations of training policies and employee training commitments to the relevant management level and recommend appropriate corrective actions.
• Access authorised employee information, training records, and performance evaluation data through HRM and LMS platforms.

4. Working Relationships

Internal Stakeholders

• Senior management and leaders across departments and business units.
• Internal trainers, subject matter experts, and relevant functional teams.
• Human Resources Department, particularly Recruitment, Compensation & Benefits, and Organisational Development.
• Line managers and employees participating in development programmes.

External Stakeholders

• External training providers, consultants, and professional trainers.
• Universities, research institutes, and professional associations.
• Organisations providing occupational safety and technical certifications.
• Online learning platforms and digital education providers.

5. Qualifications & Requirements

Education

• Bachelor's degree or above in Human Resource Management, Business Administration, Education, or a related discipline.
• A Train-the-Trainer (TOT) certification is an advantage.

Professional Experience

• At least 3 years of experience in Learning & Development or Human Resource Development.
• Experience in large organisations, preferably in the energy, construction, or industrial manufacturing sectors, is preferred.
• Experience in competency framework development, LMS administration, management development, and succession planning programmes is an advantage.

Professional Knowledge

• Understanding of organisational strategies, business structures, and operational activities.
• Strong knowledge of training needs analysis, learning programme design, and training effectiveness evaluation.
• Familiarity with competency frameworks and knowledge management practices.
• Understanding of relevant training regulations and occupational safety requirements.

Technical & Language Skills

• Proficient in Microsoft Office, particularly PowerPoint for training presentation and instructional material development.
• Experience with HRM/LMS platforms and e-learning content development tools.
• Familiarity with AI-powered tools for learning content development and administrative tasks.
• Good English communication and professional reading skills.
• Ability to work with international trainers and subject matter experts is an advantage.

Core Competencies

• Presentation, facilitation, and classroom management.
• Learning programme design and training material development.
• Training needs analysis and effectiveness evaluation.
• Planning, event coordination, and project management.
• Communication and cross-functional collaboration.
• Effective teamwork and independent working capabilities.

Personal Attributes

• Growth-oriented, curious, and committed to continuous learning.
• Creative, proactive, and capable of inspiring others.
• Patient, detail-oriented, and well-organised.
• Strong integrity and ability to maintain confidentiality.
• Able to work effectively under pressure.
• Willingness to travel to project sites, construction sites, and affiliated business units to organise training activities.
• Open to candidates of all genders.

6. Working Conditions & Benefits

• Standard working hours: Monday to Friday, 8:00 AM – 5:00 PM.
• Weekends and public holidays off, in accordance with applicable regulations.
• Company-provided laptop, office supplies, and necessary working equipment.
• Comprehensive insurance coverage in accordance with company policies.
• 13th/14th-month salary, performance-based bonuses, and applicable allowances.
• Access to internal training and professional development opportunities.

HOW TO APPLY: Please send your CV to the consultant in charge:

Ms. Yen Nguyen

E-mail: yen.nguyen@ev-search.com

All applications will be considered without regard to race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, parental status, military service, or any other non-merit factor.