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Free Job Descriptions

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HR Learning and Development Systems Manager job description

Job Summary-HR Learning and Development Systems Manager job description

A new SaaS based HR system being introduced will provide line managers with the data and controls to more effectively manage, develop and reward their teams.  The role will represent  in the Learning workstream, overseeing the transition to and ongoing management of the new solution including data migration and testing, ensuring it is fit for purpose for and creating/adapting training material as part of the Change workstream.  This role supports in the development and maintenance of e-learning solutions, oversee mandatory training and the performance management and compensation processes.  

Main responsibilities-HR Learning and Development Systems Manager job description

Knowledge, Skills and Abilities-HR Learning and Development Systems Manager job description

Post go-live, manage the new solution ensuring to maximise its potential and that the solution provides an effective and efficient service to business.  


To ensure open communication exists with the supplier of the solution plaform at all times.


Design, develop and maintain e-learning solutions for  staff members globally, at all times taking into account business priorities and liaising as appropriate.


Oversee the ongoing effectiveness of the mandatory training framework for staff and contingent workers to ensure compliance across ’s businesses.  


Includes liaising with the relevant corporate services responsible for mandatory training to ensure there is a co-ordinated and consistent approach, reporting to the  Executive Board, responding to queries from the  Internal Audit and identifiying opportunities for further improvement of controls.


Monitor the ongoing effectiveness of the peformance management and compensation process and systems liaising closely with HR Business Partners.


Contribute to the development and execution of personal and experience based development for  employees, for example, career development. Contribute to the roll-out of other leadership and management programmes.


Contribute to strategic projects with other members of the HR team particularly where these impact Talent,  Learning and Organisation Development’s processes and systems.


Scope & Impact


Operates critical systems and processes which provide the foundations for Talent Learning and Organisation Development. This directly impacts the overall performance and reputation of Human Resources.


Operational decisions are guided by business strategies and objectives.


Is recognised as a Learning and Development expert within, both within and beyond own function.


Contributes to project teams to achieve milestones and objectives or initiatives that impact the business on a global level.
















Strategic Planning & Decision Making


Develops, adapts and executes HR operational strategy to help achieve key business objectives.  Provides input/contributes to the development of HR strategies.



Regular (at least weekly) face-to-face / phone /email contact with other members of HR Operations and Talent, Learning & Organisation Development teams,  HR Business Partners,  to provide, receive, exchange information and instructions.






Knowledge & Skills


Influencing and networking

Project management

Communication skills

Strong coordination skills

Strong organisational skills

Ability to prioritse effectively

Ability to problem solve including strong use of initiatve

Ability to work to deadlines

Strong technical skills relating to on line systems  















No specific requirements


Professional Experience

Significant experience in Learning and Development is essential

Significant experience in operating a SaaS based HR systems is desirable

Significant experience in a consumer facing business is essential

Significant experience in a global role is desirable



Lead the Learning workstream working closely to ensure the smooth transition to the new solution. This includes overseeing  the data migration to the new solution, working with the existing LMS supplier to ensure that essential data is moved into the new solution. In addition, overseeing testing of the Learning component of the new solution, ensuring it is fit for purpose for  and aligned with programmes arising from the People Development Plan.  


Oversee and manage the delivery of training material to  employees as part of the Change workstream, working closely with the Change Manager.


Manage the relationship with the existing LMS supplier and other existing Learning suppliers (e-learning and face to face).

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