• Develop and implement FFM Group’s Learning & Organisation Development Strategy aligned with business priorities, workforce capability requirements and organisational growth plans.
• Conduct group-wide learning needs analyses in partnership with HR Business Partners and business leaders.
• Identify organisational capability gaps and recommend appropriate learning interventions, capability-building roadmaps and development priorities.
• Design learning solutions that improve workforce capability, productivity, leadership effectiveness and business performance.
• Promote a culture of continuous learning, self-directed development and knowledge sharing across the Group.

• Design and implement leadership development programmes for supervisors, managers and senior leaders.
• Develop leadership capability in people management, coaching, communication, business acumen, strategic thinking and change leadership and employee development.
• Deliver programmes that strengthen leadership behaviours aligned with FFM’s BUILDER culture.
• Evaluate programme effectiveness using learner feedback, behavioural application, capability improvement and business outcome measures.
• Partner with the Talent Management team to develop learning interventions for successors, high-potential employees and emerging leaders.

• Lead the establishment and governance of FFM Academy as the Group’s corporate learning academy.
• Develop learning architecture covering Leadership Development, Functional Excellence, Technical Capability, Compliance Learning, Professional Development; and other learning pillars as required.
• Establish learning pathways for different employee groups and capability levels.
• Build internal faculty capability through structured Train-the-Trainer programmes, coaching and quality standards.
• Develop partnerships with internal subject matter experts and external learning providers to deliver relevant, practical and high-quality learning solutions.
• Ensure consistent quality standards across all training programmes under FFM Academy.

• Design engaging classroom, virtual, blended and digital learning experiences using adult learning principles and evidence-based practices.
• Develop modern learning solutions incorporating microlearning, social learning and AI-enabled learning technologies where appropriate.
• Curate learning content that supports changing business capability requirements and operational needs.
• Promote self-directed learning through SAP SuccessFactors Learning and other approved digital platforms.
• Ensure learning programmes are practical, business-relevant and able to deliver measurable learning application and business impact.

• Support organisation development initiatives that improve organisational effectiveness, collaboration, leadership alignment and change readiness.
• Facilitate change management programmes that strengthen employee adoption of business transformation initiatives.
• Design interventions that enhance collaboration, teamwork, leadership effectiveness and organisational culture.
• Partner with HR Business Partners to embed FFM’s BUILDER culture through learning and development initiatives.
• Facilitate leadership workshops, strategic planning sessions and organisational development programmes.

• Develop programmes that strengthen manager capability in coaching, giving feedback, performance conversations, employee development, team leadership, employee engagement and related people-management practices.
• Equip managers with practical tools, guides and resources to support employee growth and performance improvement.
• Promote a coaching culture and consistent people-management practices across the organisation.

Learning Technology & Digital Learning

• Maximise utilization of SAP SuccessFactors Learning and other digital learning platforms.
• Drive digital learning adoption across the Group and improve accessibility, learner experience and learning participation.
• Introduce innovative learning technologies that support modern, scalable and cost-effective learning delivery.
• Explore AI-enabled learning tools to personalize learning journeys, subject to appropriate governance, data protection and human oversight requirements.

Learning Governance, Standards & Quality Assurance

• Establish and maintain Group learning governance frameworks, standards, policies and operating guidelines.
• Develop consistent standards for learning needs analysis, programme design, learning delivery, evaluation and reporting across FFM Group.
• Ensure learning programmes are aligned with approved learning priorities, competency requirements, business needs and budget parameters.
• Maintain accurate, complete and auditable learning records through SAP SuccessFactors Learning or other approved platforms.
• Monitor programme quality, learner feedback, vendor performance and post-programme application to support continuous improvement.
• Ensure compliance training is appropriately tracked, reported and escalated where required.
  

Learning Analytics & Reporting

• Develop and maintain learning dashboards, management reports and agreed effectiveness measures covering learning participation, completion rates, learner feedback, behavioural application, capability improvement and programme ROI.
• Analyse learning data and business outcomes to evaluate programme effectiveness and support evidence-based decision-making.
• Provide timely insights and recommendations to the Head of Human Resources on learning priorities, capability gaps, programme performance and learning investment effectiveness.

Budget, Vendor & Contract Management

• Develop and manage the annual Learning & Organisation Development budget and ensure appropriate cost control and budget adherence.
• Evaluate learning investments to maximise return on investment and business relevance.
• Manage relationships with universities, HRDC, professional institutions, learning providers, leadership consultants, executive coaches, digital learning partners and other approved service providers.
• Ensure vendor performance meets agreed quality standards, delivery expectations, commercial terms and compliance requirements.
  

Stakeholder & Operating Model Management

• Establish clear working arrangements between Group HR, HR Business Partners, entity HR teams, business leaders, internal subject matter experts and external learning providers.
• Partner with stakeholders to identify learning priorities, clarify capability gaps and translate business needs into practical learning interventions.
• Manage stakeholder expectations on learning priorities, programme participation, delivery timelines, resource requirements and measurable outcomes.
• Facilitate alignment across Group entities while allowing appropriate flexibility for entity-specific business and operational needs.

Functional Leadership Responsibilities

• Provide functional leadership and guidance to internal trainers, subject matter experts and employees involver in learning delivery across the Group.
• Build internal faculty capability through structured Train-the-Trainer programmes, coaching and quality standards.
• Promote a learning culture that supports accountability, continuous improvement, knowledge sharing and leadership development.
• Coach HR Business Partners and business leaders on learning needs analysis, development planning, facilitation effectiveness and learning impact measurement.
• Champion continuous improvement, digital adoption and innovation in learning and organisation development practices.

Additional Responsibilities

• Lead or participate in Group HR transformation initiatives and other strategic initiatives as assigned.
• Undertake other responsibilities reasonably assigned by the Head of Human Resources.

Qualifications & Experience

• Bachelor’s degree in Human Resources, Organisation Development, Psychology, Education, Business Administration or related discipline.
• Master’s degree or professional certification in Learning & Development, Organisation Development, Executive Coaching, Change Management or equivalent is an advantage.
• Minimum 8 – 10 years of progressive HR experience, with at least five years leading Learning & Organisation Development initiatives.  
• Proven experience designing enterprise-wide leadership development programmes and manager capability interventions.
• Experience developing and implementing Group-wide learning strategies, learning frameworks or capability-building roadmaps.
• Experience conducting learning needs analysis and translating business requirements into structured learning interventions.
• Experience establishing corporate learning academies, learning governance, programme evaluation standards and learning effectiveness measures.
• Experience facilitating leadership workshops, strategic planning sessions and organisation development interventions.
• Experience implementing digital learning solutions and Learning Management System, preferably SAP SuccessFactors Learning.
• Experience working with HR Business Partners and business leaders in a multi-entity, manufacturing or diversified business environment is preferred.
• Experience using learning analytics, dashboards and business outcome measures to support decision-making.
• Experience managing learning budgets, external consultants, training providers, executive coaches and digital learning.