Learning and Development Specialist

Job Post: Learning & Development Specialist

Learning & Development Specialist

Department - Human Resources

Reports to - VP HR

Works closely with - Department heads, line managers, HR Business Partners, external training providers

Employment type - Full-time, regular

Work location - Kalayaan Ave Quezon City with occasional travel to sites and training venues

Role summary. The L&D Specialist builds the skills our people need to perform today and lead tomorrow. You will find capability gaps, design and run programs that close them, and prove the impact on performance. You will be the go-to partner for managers who want their teams to grow.

Key responsibilities

• Training needs analysis (TNA)
• Run the annual TNA using performance reviews, competency assessments, manager interviews and business goals.
• Turn findings into a prioritized annual Learning & Development Plan and budget.
• Program design and development
• Design learning programs using ADDIE or a similar instructional design model.
• Build modules, facilitator guides, participant workbooks, e-learning content and job aids.
• Apply adult learning principles and blended methods: classroom, virtual, on-the-job, coaching and microlearning.
• Delivery and facilitation
• Facilitate onboarding, soft-skills, leadership and compliance programs.
• Coordinate with external trainers and subject matter experts; manage venues, logistics and materials.
• Leadership and talent development
• Support management development, high-potential and succession programs.
• Help build coaching and mentoring practices among supervisors and managers.
• Evaluation and reporting
• Measure programs using the Kirkpatrick four levels (reaction, learning, behavior, results).
• Prepare monthly L&D dashboards and quarterly reports for HR and management.
• Learning systems and records
• Manage the LMS, training calendar, attendance, certificates and individual training records.
• Keep documentation ready for ISO, DOLE and client audits.
• Budget and vendor management
• Track the training budget, source and evaluate providers, and process training agreements and bond requirements.
• Learning culture
• Promote continuous learning through learning campaigns, lunch-and-learns, knowledge-sharing sessions and internal trainer development.

A Day in the Life

No two days are the same, but a typical training-week day looks like this.

Time

What you are doing

8:00 AM

Check the training calendar, LMS enrollments and messages from managers. Confirm the room, equipment and materials for today's session.

8:30 AM

Welcome participants and open a half-day Supervisory Skills workshop. Run activities, role plays and a short knowledge check.

12:00 PM

Lunch, often with participants or a department head to hear what their teams need.

1:00 PM

Meet the Operations Manager to review skills gaps in her team. Agree on a coaching plan and a short refresher module.

2:00 PM

Instructional design time: build slides, a facilitator guide and an activity for next month's onboarding revamp.

3:30 PM

Call with an external provider to review a leadership program proposal and costs.

4:00 PM

Encode attendance and evaluation results in the LMS. Review Level 1 feedback and note quick improvements.

4:30 PM

Update the monthly L&D dashboard and prepare talking points for tomorrow's HR team huddle.

5:00 PM

Plan tomorrow, send follow-up emails and post-training action plans to participants' managers.

On other days you may be running an onboarding batch, coaching a new supervisor, auditing training records for an ISO visit, or presenting impact results to management.

Attributes of the Ideal Candidate

We are looking for someone who loves helping people grow and can show the results.

• People-centered — genuinely enjoys seeing others learn and succeed.
• Confident facilitator — commands a room, reads the energy and adjusts on the spot.
• Creative designer — turns dry content into engaging, practical learning.
• Results-driven — cares about behavior change and business impact, not just attendance.
• Organized and detail-oriented — juggles programs, logistics, records and deadlines without dropping the ball.
• Consultative partner — asks good questions and earns the trust of managers.
• Lifelong learner — stays current on L&D trends, tools and adult learning research.
• Adaptable — handles last-minute changes, tough audiences and shifting priorities with grace.
• Professional and discreet — handles assessment results and employee information with integrity.
• Role model — lives the company values and the behaviors taught in the classroom.

KASH Profile

KASH sets out the Knowledge, Attitude, Skills and Habits a high-performing L&D Specialist brings to the role.

Knowledge

• Adult learning principles (andragogy, experiential learning, 70-20-10 model)
• Instructional design models: ADDIE, SAM, Bloom's Taxonomy
• Training needs analysis and competency frameworks
• Kirkpatrick evaluation model and basic ROI of training
• Learning Management Systems and e-learning authoring tools
• Leadership, talent and succession development practices
• Philippine labor-related training requirements (e.g., DOLE-mandated OSH training, training bond practices)
• ISO 9001 documentation for competence and training records
• The company's business, products, culture and values

Attitude

• Passion for people development and a growth mindset
• Service orientation toward employees and managers
• Ownership and accountability for program results
• Openness to feedback and willingness to keep improving
• Positive energy, patience and empathy with all types of learners
• Integrity and confidentiality
• Curiosity and openness to new tools, including AI in learning

Skills

• Facilitation and public speaking, onsite and virtual
• Instructional design and content writing
• Needs analysis, data analysis and reporting (Excel, dashboards)
• Project management of multiple programs at once
• Coaching and feedback
• Stakeholder management and consulting
• Presentation and visual design (PowerPoint, Canva)
• Vendor sourcing, negotiation and budget tracking
• Strong written and spoken communication in English and Filipino

Habits

• Prepares thoroughly: rehearses sessions and checks logistics a day ahead
• Gathers feedback after every program and acts on it
• Follows up with managers 30–90 days after training to track application
• Updates training records and the LMS the same day
• Reads, attends webinars or earns a certification every quarter
• Reviews KPIs and the L&D dashboard every month
• Builds relationships by checking in regularly with department heads
• Documents programs so they can be repeated and improved
• Assist in promoting programs
• Assist in employee engagement
• Assist in customer communications

Qualifications and How to ApplyQualifications

• Bachelor's degree in Psychology, Human Resource Management, Education, Business or a related field
• 2–4 years of experience in training, L&D or organizational development
• Proven experience designing and facilitating programs for employees and supervisors
• Working knowledge of an LMS and MS Office / Google Workspace

Preferred

• Master's units in HR, OD or Education
• Certifications such as Training Methodology (TESDA TM1), Train-the-Trainer, ATD, Everything DiSC or coaching credentials
• Experience in leadership development or ISO-certified organizations

What we offer

• Competitive salary and benefits package
• HMO coverage
• Learning budget and certification support for your own growth
• A visible role that shapes how our people grow

Pay: Php25,000.00 - Php32,000.00 per month

Benefits:

• Company events
• Health insurance
• On-site parking
• Promotion to permanent employee

Experience:

• Training and development: 1 year (Required)

Work Location: In person