learning and development officer

2 days ago

Lagos, Lagos, Nigeria Ha-Shem Limited Full time ₦50,000 - ₦150,000 per year

Job SummaryThe Learning & Development (L&D) Officer is responsible for designing, implementing, and evaluating training programs that enhance the skills, performance, and career development of employees within the IT organization. This role ensures that all learning initiatives align with business goals, support technical and soft-skill capability growth, and contribute to a culture of continuous learning. The L&D Officer will collaborate with department heads, subject matter experts, and external providers to assess training needs, develop relevant content, and monitor the impact of training interventions across the company.Key Responsibilities1. Training Needs Assessment & PlanningConduct periodic Training Needs Analysis (TNA) using performance data, surveys, interviews, and competency assessments.Partner with line managers to identify competency gaps and recommend learning solutions.Develop annual and quarterly training calendars aligned with business goals and technological advancements.2. Learning Design & DevelopmentDesign and develop training content, learning materials, job aids, e-learning modules, and technical learning paths for IT roles.Customize digital and classroom learning programs that address technical skills (cloud, security, DevOps, networking, IT support), leadership, and behavioral competencies.Ensure training content complies with industry standards and supports career progression frameworks.3. Training Delivery & FacilitationDeliver instructor-led training (physical and virtual) using modern facilitation techniques.Coordinate internal and external training programs, certifications, and knowledge-sharing sessions.Manage onboarding programs for new hires, ensuring seamless orientation and assimilation.4. Learning Management System (LMS) AdministrationUpload, track, and manage training activities on the LMS.Generate training reports, monitor completion rates, and ensure accurate employee learning records.5. Evaluation & ReportingEvaluate training effectiveness using the Kirkpatrick Model (Levels 1–4).Prepare monthly, quarterly, and annual L&D performance reports for management.Monitor ROI of learning interventions and recommend improvements.6. Career Development & Talent ManagementSupport competency framework development and career progression pathways for IT and non-technical staff.Manage leadership development programs, mentorship initiatives, and talent review cycles.Participate in succession planning discussions with management.7. Learning Culture & EngagementPromote a culture of continuous learning through internal campaigns, communities of practice, and knowledge-sharing sessions.Organize tech talks, brown-bag sessions, hackathons, and internal workshops.8. Vendor ManagementSource, evaluate, and manage external training providers and certification bodies.Negotiate contracts and ensure quality delivery of outsourced training.Key Performance Indicators (KPIs)Training Delivery & CompletionTraining completion rate: 90% minimum per quarter.Number of training hours per employee: Target set by management (e.g., 25–40 hours annually).On-time execution of training calendar: 95% adherence.Training EffectivenessLearner satisfaction scores: Minimum 85% positive feedback.Performance improvement post-training: Measurable increase (e.g., 10–20%) in individual/team performance metrics.Knowledge retention score: Minimum 80% average in post-training assessments.Operational EfficiencyLMS data accuracy: 100% training records updated.Training budget optimization:

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