Learning & Culture Development (Up to Assistant Manager)

The Learning & Culture Development Supervisor / Assistant Manager plays a key role in shaping a positive employee experience and building organizational capability. This position is responsible for driving employee engagement and culture initiatives, while coordinating learning, training, and organization development (OD) projects to support business performance and people growth.

The role acts as a bridge between strategy and execution, ensuring L&OD initiatives are practical, impactful, and aligned with company values and priorities.

Responsibilities:

1. Employee Engagement & Organization Development (70%)

Staff Engagement Planning & Execution

Develop and implement annual employee engagement initiatives aligned with HR strategy and company culture, strengthen employee experience, satisfaction, and connection.

Plan, organize, and execute internal events and activities, including employee recognition, wellness/sports programs, team building activities, year-end events, company-wide celebrations etc. Manage event planning timelines, budgets, logistics, and vendors to ensure high-quality delivery.

Ensure all staff activities are purpose-driven, inclusive, and aligned with company values and desired behaviors.

Coordinate employee relations activities to support a positive and respectful workplace.

Internal Communication Enablement

Manage and ensure the effectiveness of internal communication channels (e.g. internal platforms, emails, announcements, town halls) to support engagement and culture initiatives.

Coordinate internal communication related to staff activities, engagement campaigns, and people initiatives, ensuring consistency and clarity of messages.

Partner with stakeholders to embed culture, values, and desired behaviors into daily ways of working.

Monitor communication reach and employee response to improve channel usage and

OD Projects

Participate in or lead organization development initiatives aligned with business and people strategies.

Support the design and implementation of OD projects related to organizational culture, structure, and ways of working.

Collaborate with stakeholders to ensure OD tools and frameworks are practical, relevant, and embedded into HR processes.

Support OD projects and other L&OD priorities as assigned.

2. Learning & Development (30%)

Contribute to the development of annual training and development plans aligned with business priorities and workforce capability gaps.

Participate in the design and development of training programs, learning journeys, and development initiatives for different employee segments (e.g. new hires, individual contributors, supervisors, managers).

Coordinate and, where appropriate, facilitate internal training programs, workshops, and learning sessions.

Support the delivery of training programs to ensure smooth execution and learner engagement.

Maintain accurate training records/database for reporting and decision-making.