Learning and Development Officer

Description We are seeking a highly motivated and strategic Learning and Development Officer to join our Consulting team. The successful candidate will be responsible for deg, implementing, and continuously improving learning and development initiatives that enhance employee performance, build organizational capability, and support business objectives. In this role, you will work closely with leadership, HR, and business unit heads to identify skill gaps, develop structured learning programs, and foster a strong culture of continuous learning across the organization. This position is ideal for a proactive professional with a passion for people development, training innovation, and measurable impact. Key Responsibilities Learning Needs Assessment and Strategy Development: Conduct comprehensive learning needs assessments across departments to identify skill gaps, competency requirements, and development priorities. Collaborate with senior management and business leaders to align learning initiatives with organizational goals and consulting project demands. Develop and maintain an annual Learning and Development (L&D) strategy and roadmap that supports both short-term and long-term business objectives. Analyze workforce data, performance reviews, and feedback to inform learning interventions. Training Program Design and Implementation: Design, develop, and deliver structured training programs including onboarding, technical skills, soft skills, leadership development, and compliance training for client organizations. Create blended learning solutions using instructor-led training, virtual sessions, e-learning modules, workshops, and self-paced learning resources. Customize learning content to suit different roles, career levels, and consulting specializations. Ensure all training materials are engaging, up-to-date, and aligned with best practices in adult learning. Learning Delivery and Facilitation: Facilitate virtual and, when required, in-person training sessions with professionalism and impact. Coordinate external trainers, facilitators, and subject-matter experts when specialized knowledge is required. Manage training schedules, calendars, and participation to ensure optimal attendance and engagement. Provide coaching and support to employees during and after training sessions to reinforce learning outcomes. Performance Support and Career Development: Support career development initiatives by creating learning pathways and competency frameworks for various roles within the organization. Partner with HR to integrate learning programs into performance management and succession planning processes. Develop leadership and high-potential employee development programs. Offer guidance to employees on learning opportunities aligned with their career goals. Learning Evaluation and Continuous Improvement: Establish evaluation methods to measure the effectiveness and impact of learning programs. Collect and analyze feedback from participants, manager