Job Summary
The Career and Learning Manager is responsible for designing, implementing, and sustaining a robust career management and learning ecosystem within SBC. The role drives end-to-end management of structured talent pathways including the Graduate Trainee Programme and owns the implementation of SBC's learning strategy, the learning & development framework and the career management framework.
Job Details
Coordinate and manage the Graduate Trainee Program spanning, onboarding, rotational placement, assessment, and confirmation.
Design and continuously refine structured career paths for Graduate Trainees, covering milestones, competency progression, and timelines for confirmation and advancement.
Partner with function heads to ensure meaningful rotational placements and relevant learning assignments for trainees.
Track and report on the development progress of all trainees and escalate performance concerns, facilitating mid-programme interventions as needed.
Manage the end-of-program assessment and conversion process, providing clear recommendations on confirmation, extension, or exit.
Define and maintain career paths for identified talents, successors, and critical role holders across the organization.
Champion employee mobility initiatives-lateral moves, cross-functional transfers, and role changes-and ensure structured and transparent processes that support individual growth and organizational agility.
Facilitate and drive promotional conversations by equipping managers and employees with the data needed to make evidence-based progression decisions.
Support talent actions arising from Talent Reviews, including development plans, stretch assignments, and accelerated progression programs for high-potential employees.
Provide direct guidance to employees seeking to understand their career progression options, potential trajectories, and development requirements within SBC.
Drive the implementation of SBC's learning strategy and learning and development framework across the organization, ensuring alignment with business priorities and talent objectives.
Drive the Technical Academy, Sales Academy, and Leadership Development Programme, ensuring programme design, content, and outcomes are aligned with organisational capability requirements.
Coordinate with the Manufacturing Capability Manager and technical learning partners to drive technical training, simulations, and capability-building initiatives, including through SBC's technical bay.
Oversee the implementation of SBC's e-learning strategy and LMS platform, ensuring effective deployment, learner engagement, and return on learning investment.
Manage the training budget and work with HRBPs and Capability Managers across the business to collate training needs, prioritize learning investments, and drive the implementation of learning-related succession development actions for identified successors.
Ensure career pathing is supported by targeted learning interventions.
Support the design and delivery of internal talent development programs, including mentoring schemes, job shadowing arrangements, and internal mobility campaigns.
Leverage workforce analytics to identify career progression bottlenecks, attrition risks, training effectiveness trends, and internal mobility patterns, translating insights into actionable recommendations for leadership.
Benchmark SBC's career management and learning practices against FMCG industry standards and leading practices, recommending improvements to remain competitive in talent retention and capability building.
Requirements
B.Sc. in Human Resources, Psychology, Business Administration, or a related discipline
6 - 8 years of progressive HR experience, with a clear focus on talent management, learning and development, career development, or organizational development
Prior experience in an FMCG, manufacturing, or high-volume workforce environment
Experience driving technical or sales academy program
Familiarity with HRIS platforms and talent/learning management systems (e.g., SeamlessHR, SAP HCM)
Certification in Learning and Development, Training, or Instructional Design
Demonstrated experience managing structured graduate trainee or early careers programs
Hands-on experience with career pathing, competency framework design or administration, and learning program management
Experience in designing and delivering training program, including e-learning and LMS-based deployment
Experience managing training budgets and working with external learning partners
Membership of CIPM, or equivalent professional body
Possession of HR Practitioner License (as applicable)