Learning & Development Specialist

The Learning & Development Specialist is responsible for designing, implementing, and evaluating learning initiatives that enhance employee capabilities, support organizational goals, and foster a culture of continuous development, particularly for non-Operators and non-IVC’s employees. This role plays a key part in identifying skill gaps, creating engaging training programs, and ensuring learning outcomes are met across the organization. He/She will also function as specialist to be consulted by P&C Business Partners and by business colleagues, providing advice on learning initiatives aimed at the above-mentioned population. 

Key Responsibilities 

1. Training Design & Delivery 

• Develop, update, and deliver training programs (classroom, virtual, and blended). 

• Create learning materials such as manuals, elearning modules, guides, and toolkits. 

• Ensure training content aligns with strategic priorities and organizational competencies. 

2. Needs Assessment & Learning Strategy 

• Conduct training needs analysis in partnership with managers and HRBPs. 

• Identify capability gaps and recommend appropriate learning interventions. 

• Support the development of the annual learning strategy and training calendar. 

3. Program Management 

• Coordinate and manage endtoend training logistics (scheduling, communication, attendance, evaluations). 

• Track participation and maintain accurate training records. 

• Manage relationships with external training vendors and providers. 

4. Learning Evaluation & Continuous Improvement 

• Measure training effectiveness using qualitative and quantitative methods (e.g., surveys, assessments, KPIs). 

• Report findings and propose improvements to maximize impact. 

• Monitor industry trends and best practices to continuously evolve learning offerings. 

5. Employee Development Support 

• Support managers and employees with Individual Development Plans. 

• Facilitate coaching-style conversations with employees and managers to guide learning paths and growth. 

• Promote a strong learning culture through internal communication and engagement initiatives. 

6. Scope 

• Collaborate with Operators Trainers for any overlaps.  

• Focus on corporate/transversal capabilities (e.g., leadership, ways of working, compliance, digital skills), while process/line training remains within Operations Training.