Position Summary
As the Head of Learning & Development for Samsung Vina Electronics, you will be responsible for overseeing the design, implementation, and evaluation of learning programs to enhance employee skills and organizational performance… Driving employee development, improving organizational efficiency, and supporting long-term business success by cultivating a skilled and motivated workforce. This role ensures that employees have the necessary skills and knowledge to excel in their roles, fostering a culture of continuous learning and professional growth.Role and Responsibilities
• Planning
Develop and execute a L&D plan that supports organizational objectives and enhances employee performance.
Collaborate with senior leadership to identify skill gaps and design targeted development initiatives.
• Program Design & Delivery
Design and deliver innovative training programs tailored to employee needs and business priorities.
Utilize a mix of learning modalities (e.g., in-person training, e-learning, workshops) to maximize engagement and effectiveness.
• Performance Measurement
Establish metrics to evaluate the impact of L&D programs on employee performance and organizational success. Measure and report on the effectiveness of L&D programs
Analyze data to identify areas for improvement and optimize training initiatives.
Prioritize budget execution, budget allocation based on the accurate understanding of the business environment to maximize L&D capability and its effectiveness on business
• Stakeholder Engagement
Build strong relationships with internal stakeholders (e.g., HR, business leaders, managers) to align L&D efforts with business needs.
Communicate the value of L&D programs to leadership and employees.
• Innovation & Technology
Stay abreast of emerging trends in learning technologies and instructional design to enhance program delivery.
Implement new tools and platforms to improve the learning experience and accessibility.
• Change Management
Drive organizational change by promoting a culture of learning and adaptability.
Support employees in transitioning to new roles or responsibilities through targeted development programs.
Skills and Qualifications
• Degree: Typically requires a bachelor’s degree in Human Resources, Education, Business Administration, or a related field. An advanced degree (e.g., MBA or Master’s in Education) is often preferred.
• Certifications: Certified coaching qualification, Certifications such as Certified Professional in Learning and Performance (CPLP) or Certified Training and Development Professional (CTDP) can be advantageous.
Professional Experience
• Years of Experience: Usually requires 7-10 years of experience in HR, training, or L&D roles.
• Strategic Planning: Ability to develop and implement L&D strategies aligned with organizational goals.
• Instructional Design: Expertise in designing and delivering effective training programs.
• Analytical Skills: Proficiency in assessing training needs, measuring program effectiveness, and using data to drive improvements.
• Communication: Strong interpersonal and communication skills to engage with stakeholders at all levels.
• Innovation: Ability to introduce new learning technologies and methodologies to enhance training programs.
• Change Management: Experience in managing change and fostering a culture of continuous learning.
• Adaptability: Flexibility to adapt to changing business needs and emerging trends in learning and development.
• Collaboration: Ability to work closely with other departments to align L&D initiatives with broader business objectives.
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