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Open nowFirst seen 35 hours ago

Learning & Development Manager

Filinvest Group529 open roles

Where
Muntinlupa City, Metro Manila, Philippines
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Your applicationOpen nowLearning & Development ManagerFilinvest Group · Muntinlupa City, Metro Manila, Philippines

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

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The clock on this job

Early applications get read.

11.5% of postings close within 7 days. Measured by our own scanner across the market. Filinvest Group postings stay open a median of 1 days.

Share of postings closed within
  1. 2.0%1 day
  2. 4.3%3 days
  3. 11.5%7 days
  4. 18.1%14 days
  5. 35.6%30 days
  6. 44.6%60 days
This job: first seen 35 hours ago

Filinvest Group median: 1 days open

The posting

FILINVEST COMPANY: CHROMA HOSPITALITY INC.



POSITION SUMMARY:

The Learning and Development Manager is a key strategic partner to the Director of Organizational Development and Culture, with primary accountability for ensuring comprehensive workforce proficiency across all hotels under the Filinvest Hospitality Group.

This pivotal role involves the full oversight, analysis, design, and execution of all training programs, encompassing:

  • Functional and Systems Training: To support operational excellence and drive employee capabilities in job-specific skills and complex systems.
  • Core and Compliance Training: To ensure adherence to company standards and regulatory requirements.
  • Leadership Training: To enhance management competencies and support the development of future leaders.

Crucially, the Manager will champion strategic talent initiatives, including managing the grassroots Internship and Apprenticeship programs to build a pipeline of future talents, and managing the Coaching and Mentoring Programs for continuous growth of high-potential employees.

SCOPE AND RESPONSIBILITIES

PERFORMANCE MANAGEMENT

  1. Identifying the root cause of performance issues. Is it a skill gap (L&D's area) or a motivational/process gap (Manager/HR's area)?
  2. Integrating Individual Development Plans (IDPs) and career pathing into the official performance review process.
  3. Fostering a continuous learning and growth mindset that aligns with high-performance expectations.

TRAINING NEEDS ANALYSIS

  1. Use performance review ratings, competency assessments, and organizational metrics to identify widespread and individual skill gaps.
  2. Work closely with HR and departmental managers to understand business priorities and translate them into measurable learning objectives.
  3. Ensure all learning initiatives are directly aligned with strategic business goals and the behaviors defined for high performance.

TRAINING DESIGN

  1. Design and implement a diverse range of learning solutions (e-learning, workshops, mentoring, job shadowing) that address identified performance deficits across all training types.
  2. Identify, evaluate, and manage external suppliers and Subject Matter Experts (SMEs) to deliver specialized functional training, complex systems training, and core/leadership content that cannot be handled internally.
  3. Structure training to result in on-the-job behavioral changes, not just knowledge acquisition.

TRAINING FACILITATION

  1. Directly facilitate Core, Compliance, and Leadership Training Programs.
  2. Train internal SMEs in basic adult learning principles, engagement techniques, and structured delivery methods to ensure accurate and effective functional content delivery.
  3. Observe and provide feedback to internal SMEs to maintain consistency and high-quality delivery across all functional, core, and leadership training programs.
  4. Develop practical assessments (e.g., skill checks, performance observation) to verify that employees can competently execute the required job functions.

STRATEGIC TALENT PIPELINE AND GROWTH

  1. Manage the grassroots Internship and Apprenticeship programs and school partnerships to build a talent pipeline.
  2. Manage the Coaching and Mentoring Programs to ensure continuous growth and development of high-potential employees and future leaders.
  3. Deliver targeted training to ensure a high-quality, branded guest experience.

OTHER DUTIES:

  1. COMPANY POLICIES AND PROCEDURES: Adheres to the provisions outlined in the Employee Handbook, Disciplinary Code, and Rules and Regulations.
  2. ADMINISTRATIVE WORK: Gathers data, Reports insights from the Data, Documents Programs
  3. COORDINATION: Works with the Training Heads of the Different Properties to deliver training programs efficiently
  4. STRATEGY DEVELOPMENT: Provide advice to the Director of Organizational Development & Culture on how to best address training issues and concerns
  5. ATTENDANCE: Adheres to the set procedures for attendance and timekeeping
  6. COMMUNICATIONS: Attends meetings as required. Responds to communications like but not limited to emails.
  7. GUEST RELATIONS: As assigned and at all opportunities, assists guest directly and indirectly to resolve problems.
  8. LOST and FOUND: Fully aware of and comply with Lost and Found procedures at all times.
  9. EMERGENCY RESPONSE: Possesses full knowledge of emergency procedures
  10. EQUIPMENT CARE: Ensures proper care and maintenance of equipment in the area of assignment.
  11. GROOMING AND HYGIENE: Adheres to specified hygiene and personal appearance standards of the company.
  12. TRAINING and EMPLOYEE ACTIVITIES: Attends scheduled training and participates in company-initiated employee activities.
  13. ENVIRONMENTAL AWARENESS: Is fully aware of and complies with the Company's Environmental Policy and established rules and guidelines.
  14. GUIDING PRINCIPLES: Practice the Guiding Principles and Company Values in day-to-day interaction.
  15. Performs such other functions as may be delegated by management from time to time.
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