HR Officer – Training and Development

The HR Officer – Training and Development will be responsible for planning, implementing, and overseeing the training and development programs for employees across various departments.

The HR Officer – Training and Development will be responsible for planning, implementing, and overseeing the training and development programs for employees across various departments. This role aims to ensure that all employees are equipped with the necessary skills and knowledge to perform their job effectively and contribute to the organization's overall success. The HR Officer will work closely with department managers to identify training needs and create tailored programs to support employee growth and career development.

 Key Responsibilities:

• Training Needs Assessment:

Regularly evaluate the Bank’s training requirements by collaborating with department heads and managers. Identify skill gaps and align training initiatives with the Bank’s goals to ensure employees have the necessary capabilities to meet business needs.

•  Training Program Development:

Develop and implement comprehensive training programs that address both the technical and soft skills required by employees. Customize training content and materials to ensure relevance to specific departments and roles.

• Training Delivery:

To facilitate and deliver effective in-house training, begin by setting clear objectives tailored to the audience's needs. Customize content for specific roles and departments, incorporating interactive methods like group activities, case studies, and Q&A to maintain engagement.

• Learning & Development Strategy:

Contribute to the development and execution of the Bank’s overall Learning and Development (L&D) strategy, aligning it with organizational goals, employee career development, and performance improvement.

• HRDC and MQA Applications:

Responsible for the HRDC refund processes (G1 & G3) and MQA applications as per set procedure. Also, monitor the cost of training programs to ensure that these are kept within training budget and available ceiling at HRDC.

• Employee Development Plans:

Work with line managers to create personalized employee development plans that align with career goals and organizational needs. Focus on skill-building opportunities, mentorship, and job rotations, while identifying career progression and succession planning paths. Regularly review and update plans to track progress and provide ongoing feedback.

• Performance Management Support:

Collaborate with the HR team to ensure that performance management processes are aligned with training and development initiatives. Help identify areas for improvement and recommend appropriate learning interventions.

• Tracking & Reporting:

Maintain detailed records of training activities, including employee participation and learning outcomes. Track key metrics such as completion rates, assessments, and feedback. Regularly report on training effectiveness and progress to senior management, providing insights into performance improvements and areas for further development.

• Budget Management:

Manage the training and development budget by allocating resources efficiently to ensure cost-effective programs. Monitor expenses, prioritize high-impact initiatives, and identify opportunities to reduce costs while maintaining program quality. Regularly review budget performance to adjust allocations and ensure financial goals are met.

• Compliance & Certification:

Ensure training programs comply with legal requirements, BOM standards, and Bank’ policies by regularly reviewing regulations and integrating them into course content. Coordinate mandatory compliance training sessions, ensuring all employees complete required training on time. Maintain up-to-date records and provide support to ensure compliance with evolving laws and standards.

• Learning & Development Policy:

Formulates training policies, programs, and schedules based on identified training needs, processes, business systems, or changes in products, procedures, or services.

• Continuous Improvement:

Stay up to date with the latest trends and best practices in learning and development, introducing innovative training methods and tools, such as I-Learn platform and blended learning approaches.

Prerequisites:

• A bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field. A master’s degree or HR certifications can be a plus.

• Proven experience in HR, specifically in training and development, with a solid understanding of learning principles, training methodologies, and employee development strategies.

• A minimum of 3 years of experience, preferably in the financial services industry.

Skills:

• Strong communication and presentation skills for facilitating training.
• Ability to assess employee skills, create development plans, and measure training effectiveness.
• Familiarity with Learning Management Systems (LMS) and other HR software.
• Analytical skills to track training metrics and outcomes.