About the role:

A Learning and Development (L&D) Officer will be responsible for designing, implementing, and overseeing training and development programs, onboarding, and performance management within organization. The primary goal will be to enhance the skills, knowledge, and performance of employees to drive organizational success.

Your impactful goals will include

Job Responsibilities:

New hire Onboarding:

• Coordinate and manage the entire onboarding process for new hires, ensuring a seamless and positive experience from offer acceptance to the end of the probationary period.
• Serve as the primary point of contact for new hires, providing them with all necessary information, documentation, and support throughout the onboarding process.
• Conduct new hire orientations, including presenting PMS policies and organizational culture.
• Coordinate with various departments to ensure that new hires have access to necessary resources and equipment upon their start date.
• Process new hire paperwork, including employment contracts, and other required documentation (Job Description, Hiring Pack, etc), ensuring compliance with all relevant regulations.
• Assist in the development and implementation of onboarding materials and resources for new hires.
• Provide ongoing support to new hires, addressing any questions, concerns, or issues that may arise during the onboarding period.
• Maintain accurate and up-to-date records of new hire information and onboarding activities.
• Develop, document, and continuously improve the onboarding process to ensure a smooth and consistent experience for new employees.
• Maintain a comprehensive onboarding checklist outlining tasks, timelines, and responsible parties.
• Coordinate with the relevant stakeholders for the issuance of laptops, official SIMs, and Official email credentials.
• Assist in the development and execution of orientation sessions for new employees.
• Assess the effectiveness of orientation sessions through feedback mechanisms.

Learning & Development:

• Conduct assessments to identify training needs within the organization.
• Collaborate with department heads and managers to understand specific skill gaps and development opportunities.
• Design and develop training programs that align with organizational goals and  address identified needs.
• Facilitate training sessions using various methods such as workshops, webinars,and on-the-job training.
• Ensure that training sessions are engaging, effective, and meet the learning objectives.
• Assess the effectiveness of training programs through evaluations and feedback mechanisms.
• Make recommendations for improvements and adjustments to training content and delivery methods.
• Provide guidance and support to employees seeking professional development   
• opportunities.
• Assist in the creation and implementation of career development plans.
• Ensure that training programs comply with relevant regulations and industry standards.
• Generate and maintain reports on training activities, participation, and outcomes.

Internship Program:

• Facilitating the Hiring Process of the Internship Candidates.
• Onboarding process of Interns.
• Support in facilitating training and development programs for interns.

Performance management:

• Collaborate & Communicate with the employee, and his or her department head to establish clear and measurable performance goals for the employee. (for probation/annual).
• Facilitate the probationary evaluation process for new hires.
• Collect feedback from supervisors and team members to assess performance during the probationary period.
• Coordinate the annual performance appraisal process.
• Work closely with managers and employees to ensure timely completion of appraisal forms and documentation.
• Guide the appraisal process, including goal achievement, skills development, and areas for improvement.
• Maintain accurate and up-to-date records of employee performance, including goals, evaluations, and feedback.
• Ensure compliance with data privacy regulations and company policies in handling performance-related information.
• Communicate performance management policies, procedures, and timelines to employees and managers.
• Provide training and support to managers on effective performance management techniques.
• Gather feedback from employees and managers to identify areas for improvement and implement enhancements as needed.
• Assist in developing performance improvement plans when necessary.

Job Specification:

Education:

• Master’s Degree in Human Resources, Organizational Psychology or related field.

Work Experience:

• 3 to 4 years of relevant experience.
• Excellent verbal and written communication skills.
• Technical skills
• Strong analytical skills
• Organizational Skills
• Adaptability
• Need Analysis
• Evaluation and Feedback
• Adaptability
• Process Management

Skills and Competencies:

• Excellent verbal and written communication skills.
• Technical skills
• Strong analytical skills
• Organizational Skills
• Adaptability
• Need Analysis
• Evaluation and Feedback
• Adaptability
• Process Management