Tuyển dụng Learning & Development Manager tại Hồ Chí Minh

1. Corporate Learning & Development

Develop and implement the annual L&D strategy and training plan aligned with business priorities and capability needs.

Identify organizational, functional, and leadership capability gaps through business consultation, performance data, and competency assessments.

Design structured learning journeys for different employee groups, functions, and management levels.

Manage corporate training programs, including leadership, management, soft skills, business skills, and other cross-functional development programs.

Partner with Department Heads and business leaders to identify training needs and ensure learning programs address actual business requirements.

Manage external training providers, learning platforms, training budgets, and program quality.

Establish measurement frameworks to evaluate learning effectiveness, application, and business impact.

Drive the adoption and effective use of digital learning/LMS platforms.

Conduct pre-, training courses, and post-training assessments, collect participant feedback, and follow up with employees and managers to evaluate learning application and training effectiveness.

Track attendance, completion rates, assessment results, learning progress, and training effectiveness, and provide regular L&D reports and dashboards.

Follow up on agreed post-training development actions to ensure learning is applied in the workplace.

Manage and continuously improve training content, materials, and programs based on feedback, assessment results, and changing business needs.

2. Talent Management: Competency, Career & Succession Plan

Lead the development and implementation of ILA’s competency framework, including core, leadership, and functional/technical competencies.

Define competency proficiency levels and behavioral indicators, and map required competencies to key roles and job families.

Develop clear career paths and career architecture, including development and readiness criteria for progression to the next level.

Design and manage the succession planning framework for critical positions, including identification of critical roles and potential successors.

Establish talent readiness categories such as Ready Now / Ready Later and facilitate talent review and succession discussions with management.

Develop Individual Development Plans (IDPs) and targeted development actions for high-potential and successor talent.

Create development opportunities through job rotations, acting assignments, stretch assignments, project leadership, coaching, and mentoring.

Track competency development, talent readiness, internal mobility, and succession coverage.

Integrate competencies, career development, and succession with performance management, learning, promotion, recruitment, and broader talent management processes.

3. Performance Management

Manage and continuously improve the company’s performance management framework and annual performance cycle.

Ensure performance objectives and KPIs are clearly established and aligned with business priorities.

Support managers in conducting effective goal setting, performance reviews, feedback, and development conversations.

Connect performance outcomes with competency development, learning plans, talent reviews, career progression, and succession planning.

Analyze performance data and identify organization-wide capability and development priorities.

4. Employee Engagement & Events

Plan and coordinate key corporate employee events and engagement activities in collaboration with relevant HR and business teams.

Develop initiatives that strengthen employee connection, recognition, collaboration, and organizational culture.

Ensure events and engagement activities support the overall employee experience and employer value proposition.

Evaluate participation and employee feedback to continuously improve future activities.

5. L&D and Talent Analytics

Establish dashboards and reporting for learning, competencies, talent, performance, and succession.

Track key indicators including training effectiveness, competency gaps, talent readiness, succession coverage, internal promotion, learning participation, and development progress.

Use data and employee/business feedback to continuously improve L&D and talent programs.

Qualifications

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, Education, or related field.

Minimum 5 years of HR/L&D/Talent Management experience, with at least 3 years in a managerial or leadership capacity.

Strong experience in Learning & Development, Competency Frameworks, Talent Management, Career Development, Succession Planning, and Performance Management.

Experience developing organization-wide learning or talent frameworks in a large or multi-site organization is preferred.

Experience working with senior management and translating business capability requirements into practical people-development solutions.

Experience managing LMS/digital learning platforms and external training providers is an advantage.

Skills

Strong L&D and talent management expertise

Facilitation and presentation

Stakeholder management and influencing

Coaching and development mindset

Project and change management

Data analysis and reporting

Strong communication and interpersonal skills

Business acumen and understanding of organizational capability needs