全职 Learning - Organization Development 工作, 薪水, FFM Group Of Companies Selangor 公司招聘中 - Ricebowl

FFM Berhad, Sungai Buloh, Selangor

The Manager, Learning & Organisation Development is responsible for leading FFM Group’s learning and organisation development agenda to build organisational capability, strengthen leadership effectiveness, and embed a sustainable culture of continuous learning across the Group.

The role develops and implements Group-wide learning and organisation development strategies, establishes and governs FFM Academy, designs leadership and capability building programmes, drives organisation development interventions, and enhances managerial effectiveness through practical, modern and evidence-based learning solutions.

Working closely with HR Business Partners, the Talent Management Centre of Excellence, business leaders and functional stakeholders, the incumbent ensures that learning and development initiatives are aligned with FFM Group’s strategic priorities, business transformation needs, workforce capability requirements and long-term organisational growth.

Key Accountabilities

Learning Strategy & Capability Development

• Develop and implement FFM Group’s Learning & Organisation Development Strategy aligned with business priorities, workforce capability requirements and organisational growth plans.
• Conduct group-wide learning needs analyses in partnership with HR Business Partners and business leaders.
• Identify organisational capability gaps and recommend appropriate learning interventions, capability-building roadmaps and development priorities.
• Design learning solutions that improve workforce capability, productivity, leadership effectiveness and business performance.
• Promote a culture of continuous learning, self-directed development and knowledge sharing across the Group.

Leadership Development

• Design and implement leadership development programmes for supervisors, managers and senior leaders.
• Develop leadership capability in people management, coaching, communication, business acumen, strategic thinking and change leadership and employee development.
• Deliver programmes that strengthen leadership behaviours aligned with FFM’s BUILDER culture.
• Evaluate programme effectiveness using learner feedback, behavioural application, capability improvement and business outcome measures.
• Partner with the Talent Management team to develop learning interventions for successors, high-potential employees and emerging leaders.

FFM Academy

• Lead the establishment and governance of FFM Academy as the Group’s corporate learning academy.
• Develop learning architecture covering Leadership Development, Functional Excellence, Technical Capability, Compliance Learning, Professional Development; and other learning pillars as required.
• Establish learning pathways for different employee groups and capability levels.
• Build internal faculty capability through structured Train-the-Trainer programmes, coaching and quality standards.
• Develop partnerships with internal subject matter experts and external learning providers to deliver relevant, practical and high-quality learning solutions.
• Ensure consistent quality standards across all training programmes under FFM Academy.

Learning Design & Delivery

• Design engaging classroom, virtual, blended and digital learning experiences using adult learning principles and evidence-based practices.
• Develop modern learning solutions incorporating microlearning, social learning and AI-enabled learning technologies where appropriate.
• Curate learning content that supports changing business capability requirements and operational needs.
• Promote self-directed learning through SAP SuccessFactors Learning and other approved digital platforms.
• Ensure learning programmes are practical, business-relevant and able to deliver measurable learning application and business impact.

Organisation Development

• Support organisation development initiatives that improve organisational effectiveness, collaboration, leadership alignment and change readiness.
• Facilitate change management programmes that strengthen employee adoption of business transformation initiatives.
• Design interventions that enhance collaboration, teamwork, leadership effectiveness and organisational culture.
• Partner with HR Business Partners to embed FFM’s BUILDER culture through learning and development initiatives.
• Facilitate leadership workshops, strategic planning sessions and organisational development programmes.

Manager Capability Development

• Develop programmes that strengthen manager capability in coaching, giving feedback, performance conversations, employee development, team leadership, employee engagement and related people-management practices.
• Equip managers with practical tools, guides and resources to support employee growth and performance improvement.
• Promote a coaching culture and consistent people-management practices across the organisation.

Learning Technology & Digital Learning

• Maximise utilization of SAP SuccessFactors Learning and other digital learning platforms.
• Drive digital learning adoption across the Group and improve accessibility, learner experience and learning participation.
• Introduce innovative learning technologies that support modern, scalable and cost-effective learning delivery.
• Explore AI-enabled learning tools to personalize learning journeys, subject to appropriate governance, data protection and human oversight requirements.

Learning Governance, Standards & Quality Assurance

• Establish and maintain Group learning governance frameworks, standards, policies and operating guidelines.
• Develop consistent standards for learning needs analysis, programme design, learning delivery, evaluation and reporting across FFM Group.
• Ensure learning programmes are aligned with approved learning priorities, competency requirements, business needs and budget parameters.
• Maintain accurate, complete and auditable learning records through SAP SuccessFactors Learning or other approved platforms.
• Monitor programme quality, learner feedback, vendor performance and post-programme application to support continuous improvement.
• Ensure compliance training is appropriately tracked, reported and escalated where required.

Learning Analytics & Reporting

• Develop and maintain learning dashboards, management reports and agreed effectiveness measures covering learning participation, completion rates, learner feedback, behavioural application, capability improvement and programme ROI.
• Analyse learning data and business outcomes to evaluate programme effectiveness and support evidence-based decision-making.
• Provide timely insights and recommendations to the Head of Human Resources on learning priorities, capability gaps, programme performance and learning investment effectiveness.

Budget, Vendor & Contract Management

• Develop and manage the annual Learning & Organisation Development budget and ensure appropriate cost control and budget adherence.
• Evaluate learning investments to maximise return on investment and business relevance.
• Manage relationships with universities, HRDC, professional institutions, learning providers, leadership consultants, executive coaches, digital learning partners and other approved service providers.
• Ensure vendor performance meets agreed quality standards, delivery expectations, commercial terms and compliance requirements.

Stakeholder & Operating Model Management

• Establish clear working arrangements with Group HR, HR Business Partners, entity HR teams, business leaders and external learning providers, partnering to identify learning priorities and translate business needs into practical interventions.
• Manage stakeholder expectations on programme priorities, timelines, resources and outcomes, while facilitating alignment across Group entities with flexibility for entity-specific needs.

Functional Leadership Responsibilities

• Provide functional leadership to internal trainers and subject matter experts, building faculty capability through Train-the-Trainer programmes, coaching and quality standards.
• Coach HR Business Partners and business leaders on learning needs analysis, development planning and impact measurement.
• Champion a learning culture through continuous improvement, digital adoption and innovation in learning and organisation development practices.

Qualifications & Experience

• Bachelor’s degree in Human Resources, Organisation Development, Psychology, Education, Business Administration or related discipline.
• Master’s degree or professional certification in Learning & Development, Organisation Development, Executive Coaching, Change Management or equivalent is advantageous.
• Minimum 8 – 10 years of progressive HR experience, with at least five years leading Learning & Organisation Development initiatives.

Experience

• Bachelor’s degree in Human Resources, Organisation Development, Psychology, Education, Business Administration or related discipline.
• Master’s degree or professional certification in Learning & Development, Organisation Development, Executive Coaching, Change Management or equivalent is an advantage.
• Minimum 8 – 10 years of progressive HR experience, with at least five years leading Learning & Organisation Development initiatives.
• Proven experience designing and implementing enterprise-wide leadership development programmes, Group-wide learning strategies and capability-building roadmaps.
• Experience conducting learning needs analysis and translating business requirements into structured interventions, including facilitating leadership workshops and organisation development initiatives.
• Experience establishing learning academies, governance frameworks and programme evaluation standards, using learning analytics and dashboards to support decision-making.
• Experience implementing digital learning solutions and LMS platforms, preferably SAP SuccessFactors Learning.
• Experience managing learning budgets, external consultants, training providers and executive coaches,