Learning & Development Specialist

• Location: Ortigas, Pasig City (Onsite)
• Work Schedule: Monday to Friday | Morning Shift
• Employment Type: Full-time

About the Role

The Learning & Development (L&D) Specialist will lead the strategic design, localized deployment, and national implementation of end-to-end learning solutions. This role is crucial in building multi-functional employee capabilities, managing technical telecom certifications, supporting aggressive network expansions, and accelerating the leadership pipeline to sustain the company's digital transformation milestones.

1. Strategic L&D Framework & Alignment

• Formulate, execute, and scale a nationwide L&D strategy that mirrors Company's hyper-growth business goals and customer-centric milestones.
• Partner closely with Executive Leadership and Department Heads to identify organizational capability gaps and transform business objectives into high-impact training initiatives.
• Act as a key change agent during organizational restructures, system updates, and new product iterations.

1. Training Needs Analysis (TNA) & Curriculum Design

• Conduct comprehensive, data-driven TNAs across corporate, technical, and field-based verticals including:
• Network Engineering & Technology: Fiber optic technologies, IP networking, data center operations.
• Field Operations: Safety standards, installation protocols, quality control, contractor alignment.
• Customer Experience (CX) & Support: Contact center metrics, technical service desks, escalation management.
• Sales & Corporate Business: Enterprise account acquisition, SME solutions, high-velocity product training.
• Apply modern instructional design models (e.g., ADDIE, SAM) to craft relevant curricula for standard, virtual, and blended learning environments.

1. Talent Ecosystem & Technology Integration

• Oversee the management, curation, and adoption of the company's internal Learning Management System (LMS) and enterprise e-learning platforms.
• Champion digital learning adoption by introducing gamified training modules, bite-sized mobile learning, and interactive digital simulations.
• Cultivate an internal community of Subject Matter Experts (SMEs) and line-level trainers across regional operations to scale knowledge transfer organically.

1. Leadership & Succession Development

• Design and spearhead structured leadership advancement initiatives—from first-time supervisor bootcamps to executive leadership pathways.
• Collaborate with the Organization Development (OD) team to manage succession planning strategies, systematically closing competency gaps for critical high-potential (HiPo) roles.

1. Analytics, Budgeting, and Business Impact (ROI)

• Establish strict assessment frameworks (e.g., Kirkpatrick's Four Levels of Evaluation) to measure training transfer and its direct impact on operational KPIs (such as Mean Time to Repair, First Contact Resolution, and Sales quotas).
• Own and optimize the annual national L&D budget, ensuring cost-efficient allocation across vendor management, certification costs, and software licensing.
• Prepare regular capability analytics and executive dashboards for HCM leadership.

• Education: Bachelor’s degree in Human Resources, Psychology, Behavioral Sciences, Business Administration, or a related field. Master’s degree or professional certifications (e.g., CPTD, SHRM, CHRP) are highly advantageous.
• Experience: Minimum of 1-3+ years of dedicated experience managing an L&D function. Prior exposure to Telecommunications, ICT, Tech, or large-scale BPO environments is preferred to navigate the specific operational demands of technical and front-line workforces.