Lead, Learning

Job Purpose

To lead, design and strengthen the Group's Learning & Development ecosystem by developing structured leadership and capability programs, supporting succession planning, and accelerating high-potential talent growth across Group.

This role is responsible for building a sustainable Group Learning & Leadership Academy that supports both current business needs and future organisational direction, ensuring learning initiatives remain relevant across short, mid and long-term horizons.

The position works closely with Group HR, Business Leaders, and HR Business Partners to align people capability development with the Group's strategic priorities and leadership pipeline aspirations.

Key Responsibilities

A. Learning Strategy & Academy Development

• Design, develop and drive the Group Learning & Leadership Academy aligned to the Group's business strategy and people priorities.
• Develop structured learning journeys for different employee segments (Individual Contributors, People Managers, Senior Leaders).
• Establish L&D frameworks, methodologies and standards for consistent implementation across the Group.
• Translate business direction into short, mid and long-term learning and leadership capability plans.
• Continuously review and enhance the learning structure to ensure relevance, sustainability and impact.

B. Leadership Development & HiPo Programmes

• Design and manage leadership development initiatives for current and future leaders across the Group.
• Support the identification, development and monitoring of High Potential (HiPo) employees in collaboration with HRBP and Business Heads.
• Develop structured leadership and HiPo growth programmes to accelerate leadership readiness.
• Support leadership capability building through coaching, facilitation, and structured interventions.
• Provide inputs into talent review and leadership pipeline discussions.

C. Succession Planning Support

• Support the design and implementation of the Group's succession planning framework (in collaboration with Group HR).
• Assist in building and strengthening the leadership bench for critical and key positions across functions.
• Facilitate leadership readiness and capability discussions with relevant stakeholders.
• Maintain structured records of leadership development and succession planning plans.

D. Learning Delivery & Facilitation

• Facilitate and deliver internal training and leadership programs as required.
• Develop internal facilitators, coaches and learning champions to strengthen internal learning capability.
• Apply adult learning principles and innovative learning approaches to improve engagement and effectiveness.
• Ensure learning sessions are practical, business-relevant and culture-aligned.

E. Stakeholder Engagement & Collaboration

• Partner closely with HR Business Partners and Business Leaders to identify capability gaps and learning needs.
• Work with HR Shared Services (Performance, Talent, Recruitment) to align L&D initiatives with talent management processes.
• Engage stakeholders across levels to promote a strong learning and leadership culture.
• Provide advisory and input on leadership capability, talent development and learning strategy matters.

F. Governance, Reporting & Continuous Improvement

• Maintain structured documentation of learning frameworks, programs and development initiatives.
• Monitor and report progress of key learning and leadership development initiatives.
• Evaluate training effectiveness and continuously refine learning strategies based on feedback and outcomes.
• Ensure compliance with internal governance and HRDC reporting requirements where applicable.

Job Requirements

A. Education & Qualification

• Bachelor's Degree in Human Resource Management, Organisational Development, Psychology, Business Administration or related fields.
• HRDC Accredited Trainer is preferred.
• Additional certifications in Learning & Development, Coaching or Leadership Development are an added advantage.

B. Experience

• Minimum
  8 years of relevant experience
  in Learning & Development, Talent Development or Organisational Development.
• Proven experience in designing and implementing leadership development or capability building programmes.
• Exposure to succession planning, leadership pipeline development or talent review processes is advantageous.
• Experience within property development, construction, or related industries will be an advantage.

C. Knowledge & Skills

• Strong knowledge of learning design, leadership development methodologies and adult learning principles.
• Ability to design structured frameworks and convert strategy into practical development initiatives.
• Strong facilitation and presentation skills with ability to engage multi-level stakeholders.
• Good analytical, planning and executio with structured thinking.
• Proficient in Microsoft Office (PowerPoint, Excel, Word)
• Familiarity with HRDC processes and requirements is an advantage.

D. Personal Attributes

• Entrepreneurial mindset with strong ownership and accountability.
• Highly proactive, forward-thinking and comfortable operating in evolving environments.
• Able to balance immediate business needs with long-term leadership and talent development vision.
• Strong sense of professionalism, integrity and confidentiality.
• Excellent interpersonal, communication and influencing skills.
• Passionate about people development and leadership growth.