End Date

Tuesday 03 November 2026

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Flexible Working Options

Hybrid Working

Job Description Summary

Support the planning, delivery, and evaluation of learning initiatives that build employee capability and address business needs. Work with the Skills Development team, HR business partners, managers, subject-matter experts, and training partners to deliver well-organized programs and a positive learner experience. 

The role welcomes MBA graduates entering Skills Development and professionals with relevant Skills Development or HR business partnering experience. Responsibility and independence will be aligned to experience, with opportunities to develop skills in learning needs analysis, content development, facilitation, and measurement. 

Job Description

Skills Development Specialist 

Job description 

Function: Human Resources | Experience: 0–3 years 

Role purpose 

Support the planning, delivery, and evaluation of learning initiatives that build employee capability and address business needs. Work with the Skills Development team, HR business partners, managers, subject-matter experts, and training partners to deliver well-organized programs and a positive learner experience. 

The role welcomes MBA graduates entering Skills Development and professionals with relevant Skills Development or HR business partnering experience. Responsibility and independence will be aligned to experience, with opportunities to develop skills in learning needs analysis, content development, facilitation, and measurement. 

Key responsibilities 

Learning program planning and delivery 

• Coordinate learning calendars, nominations, registrations, invitations, venues, virtual meeting arrangements, materials, attendance, and participant follow-ups. 

• Support classroom, virtual, and blended learning programs, including onboarding, professional skills, manager development, and role-specific capability initiatives, as assigned. 

• Maintain program plans and action trackers; monitor milestones, flag delivery risks, and follow through on outstanding actions. 

Learning needs and stakeholder coordination 

• Support surveys and discussions with managers, HR business partners, and employees to gather learning requirements and consolidate inputs for prioritization. 

• Work with internal subject-matter experts and external trainers to confirm program objectives, participant requirements, session readiness, and delivery arrangements. 

• Coordinate vendor documentation, proposals, and payment follow-ups with the relevant internal teams, where required. 

Content and learner engagement 

• Create or curate presentations, learning resources, assessments, feedback forms, and job aids under the guidance of the Skills Development team and subject-matter experts. 

• Prepare clear program announcements and learner communications; encourage participation and support prework, post-session activities, and learning application. 

• Support session hosting and facilitation, progressively taking on selected segments based on readiness and experience. 

Learning systems and reporting 

• Maintain accurate learning records and update the learning management system or other tracking tools; resolve routine learner queries and escalate technical issues. 

• Track participation, completion, feedback, and assessment results. Prepare reports that highlight trends, gaps, and actions for improvement. 

• Support follow-ups with learners and managers to understand how learning is applied at work; use findings to recommend practical program and process improvements. 

• Maintain organized program documentation and handle employee information with confidentiality and care. 

 

Qualifications and experience 

Freshers and early career candidates with 0–1 year of experience 

• MBA with a specialization in Human Resources is mandatory. Prior experience in Skills Development or HR is not required; candidates with unrelated prior work experience may also be considered within this experience range. 

• Demonstrated interest in employee development, supported by curiosity, initiative, and willingness to learn the fundamentals of Skills Development. 

• Evidence of communication, organization, teamwork, or problem-solving through academic projects, internships, campus responsibilities, volunteering, or other work. 

Initial expectation: Execute assigned activities with guidance, maintain reliable records, and progressively take ownership of defined tasks and stakeholder follow-ups. 

Experienced candidates with 2–3 years of experience 

• MBA is mandatory; specialization in Human Resources is preferred. 

• Relevant experience in Skills Development or an HR business partnering capacity is required. 

• Practical experience coordinating initiatives, working with business or HR stakeholders, maintaining data, and delivering agreed activities within timelines. 

• For candidates from Skills Development, exposure to program delivery, learning operations, content support, or evaluation is relevant. For HRBP candidates, exposure to learning needs, employee development plans, performance development, or capability initiatives is desirable. 

Initial expectation: Independently manage defined programs or workstreams, anticipate routine delivery issues, and use data and feedback to improve execution, with guidance on design and complex stakeholder requirements. 

Core skills and capabilities 

• Communication: Write clear emails and learning communications, prepare structured presentations, and interact confidently with employees and stakeholders. 

• Organization and ownership: Manage concurrent activities, prioritize deadlines, check details, and follow through on commitments. 

• Collaboration: Build effective working relationships, respond constructively to feedback, and coordinate across teams. 

• Data literacy: Maintain accurate trackers, interpret basic metrics, and translate findings into practical observations and actions. 

• Digital proficiency: Working knowledge of Excel and PowerPoint, comfort with virtual collaboration tools, and ability to learn new systems. Experienced candidates should demonstrate practical use in their previous roles. 

• Learning agility and judgment: Ask useful questions, understand the purpose behind requests, identify improvements, and escalate issues appropriately. 

Desirable exposure 

Experience with learning management systems, content curation, facilitation, surveys, Excel reporting, or digital learning tools is an advantage. Familiarity with AI tools for drafting, research, or administrative productivity is useful, with appropriate accuracy checks and adherence to company data policies. These are additional strengths, not prerequisites for freshers. 

What success looks like 

Programs run to agreed timelines with clear communications and reliable coordination. Learning records and reports are accurate and timely. Learner queries and stakeholder actions are followed through. Feedback and assessment data inform practical improvements, and ownership grows in line with experience and demonstrated capability.