Assistant Manager

Requirements

• 5–6 years of relevant L & C experience, preferably in the construction, manufacturing, or infrastructure sector.

• Strong grasp of instructional design, adult learning principles, and blended learning techniques.

• Demonstrated experience managing learning initiatives from strategy through execution.

• Excellent facilitation, communication, and stakeholder management skills.

• Proficient in managing vendors, budgets, and cross-functional projects.

• Data-driven mindset with experience using learning analytics to inform decision-making.

• Passion for building a positive, inclusive, and learning-centric work culture.

• Strong critical thinking and problem-solving skills, with the ability to identify challenges, assess possible solutions, and make well-informed decisions that lead to practical and innovative outcomes.

As Assistant Manager – Learning & Culture, you will play a strategic role in designing and executing impactful learning and cultural initiatives that foster capability development, inclusion, and continuous growth across the organization. You will work closely with leaders, subject matter experts, and cross-functional teams to address skills gaps, build leadership pipelines, and strengthen the cultural fabric of the company.

Learning & Culture Strategy Development:

• Conduct organization-wide learning and cultural needs assessments to inform strategy.

• Assist in establishing learning goals and objectives for individuals and teams.

• Consult with key stakeholders to gather input and insights to identify critical skills and competencies needed for organizational success.

• Develop competency frameworks and skill maps aligned with business objectives and Vision 2030.

• Support the Learning & Culture Lead in setting department KPIs and aligning annual goals with strategic workforce planning.

  Learning & Culture Program Design & Customization:

• Design structured learning journeys for different employee groups (e.g., new joiners, emerging leaders, technical teams), based on training needs analysis, skills gaps, and organizational goals.

• Collaborate with internal subject matter experts—including department heads, HR professionals, and employees—to develop customized training plans that address individual, team, and departmental development needs.

• Analyse data from performance reviews, employee surveys, and other feedback tools to recommend relevant and personalized learning or cultural initiatives at individual, team, and department levels.

• Identify and recommend external training providers, learning platforms, and resources that match the organization's development needs, quality expectations, and budget.

• Support the vendor selection process and coordinate with the Supply Chain Management team to ensure timely procurement, purchase order issuance, and payment processing.

• Work closely with external partners to ensure the delivery of high-quality learning content, culturally relevant materials, and interactive training sessions.

• Ensure that all programs are engaging, easy to follow, and suitable for different learning styles and levels across the organization.

  Learning & Culture Program Implementation & Facilitation:

• Develop, maintain, and share an annual Learning & Culture Calendar, ensuring visibility and alignment across all departments.

• Plan, organize, and deliver training sessions, workshops, and culture events—ensuring smooth logistics, timely communication, and strong participation.

• Facilitate engaging soft skills and behavioral training programs for employees up to mid-management level, adapting delivery styles to suit diverse learning needs.

• Promote the use of e-learning platforms and support employees in accessing digital training aligned with their roles and development goals.

• Monitor and track learning hours, participation rates, and progress through dashboards or learning management tools.

• Design and launch L&D engagement campaigns (e.g., learning weeks, themed communications) that inspire continuous learning and increase visibility of key initiatives.

• Serve as the primary contact for any department-level queries regarding learning or culture programs, providing timely updates and guidance to ensure smooth implementation.

  Evaluation & Continuous Improvement:

• Collect feedback after all learning and culture initiatives, analyze participation and effectiveness, and recommend enhancements based on findings.

• Ensure timely and transparent communication of feedback insights to relevant stakeholders, supporting clarity, trust, and continuous engagement.

• Publish function- and level-specific dashboards that track key performance indicators such as learning hours, participation rates, and culture activity reach.

• Contribute to quarterly reviews by evaluating the overall impact of programs and suggesting data-driven next steps for improvement.