Learning and Development Analyst

Key Responsibilities Training Needs Analysis: Conduct Training Needs Analysis (TNA) in collaboration with HR Business Partners, departmental heads, and line managers to identify skills gaps and development priorities. Learning Programme Coordination: Coordinate the planning, scheduling, and delivery of technical, functional, behavioural, leadership, and compliance training programmes across Head Office, factories, and regional locations. Learning Management System (LMS): Administer and maintain the LMS, ensuring accurate training records, employee learning histories, course assignments, and completion reports. Training Evaluation: Monitor and evaluate training effectiveness using feedback surveys, assessments, post-training evaluations, and performance indicators to determine learning impact. Learning Analytics and Reporting: Analyse training data, participation rates, training hours, costs, completion rates, and effectiveness metrics to generate actionable insights and management reports. Budget and Vendor Management: Support the preparation and monitoring of the L&D budget, coordinate with external training providers, and track training expenditure against approved budgets. Employee Development: Support the implementation of Individual Development Plans (IDPs), competency development frameworks, career development initiatives, and succession planning activities. Digital Learning: Identify and promote digital learning solutions, e-learning platforms, knowledge-sharing tools, and other innovative approaches to improve learning accessibility and engagement. Training Administration: Coordinate training logistics, attendance, materials, venues, facilitator engagements, and post-training documentation. Stakeholder Engagement: Collaborate with HR, departmental leaders, internal facilitators, and external consultants to ensure learning interventions align with business and operational priorities. Compliance and Documentation: Maintain accurate learning records and ensure mandatory training programmes are completed and properly documented. Continuous Improvement: Benchmark L&D practices, identify opportunities to improve learning processes, and recommend cost-effective solutions to strengthen organisational capability. Requirements Education: Bachelor's Degree in Human Resources Management, Industrial Relations, Business Administration, Psychology, Education, or a related discipline. Experience: 2 - 5 years of relevant experience in Learning & Development, HR, training coordination, or talent development. L&D Expertise: Knowledge of Training Needs Analysis, instructional design principles, training evaluation, competency frameworks, and employee development processes. Data Analysis: Strong analytical skills with the ability to interpret training data, develop reports, track KPIs, and generate actionable insights. Digital Tools: Proficiency in Microsoft Excel, PowerPoint, and Word. Experience with Power BI, an LMS, or e-learning authoring tools is an advantage. Project Coordination: Demonstrated ability to coordinate multiple training programmes, manage timelines, and engage stakeholders effectively. Communication: Excellent written and verbal communication, presentation, facilitation, and interpersonal skills. Professional Certification: CIPM, CIPD, ATD, or other relevant HR/L&D certifications would be an advantage