Learning and Development Manager

Job Description

Corporate Strategy:

• Develop the annual business plans for the department ensuring alignment to the function’s strategic plan.
• Contribute to the formulation and implementation of the strategy in line with hospital's vision, mission and Business Focus Areas.
• Report on the progress of activities against the annual business plans, opportunities, challenges and issues faced, mitigations taken, etc. as required, to facilitate informed decision-making.
• Develop action plans to promote person centred care in your area.

Leadership:

• Build and lead a motivated, engaged and competent manpower throughout the division, by setting priorities and objectives, managing performance, and providing ongoing feedback and coaching to meet the departmental challenges and goals.
• Serve as a role model for the department to ensure employees awareness and commitment to hospital's vision, mission, values, hospital's fundamentals and corporate strategy to establish a highly engaged and motivated manpower, and continuously improve performance.
• Manage department staff and teams by overseeing their performance management, recruitment, training and development to ensure high levels of engagement and competence and motivated work environment.
• Coach staff members on CARE communication and service standards and hold them responsible for implementation between themselves and with patients.

Stakeholder Management:

• Build high levels of trust and understanding with internal and external stakeholders to promote full compliance with industry regulations and promote broader understanding of SGH interests and practices.

Organization Structure, Manpower Planning and Budgeting:

• Recommend an optimum organization structure for the department, in coordination with the Human Capital Department, to ensure efficient and effective workflow of operational processes and optimal utilization of resources.
• Coordinate with the branches for Organization Structure, Manpower Planning and Budgeting process for the respective division
• Collaborate with Human Capital department in development of business unit’s manpower plan to ensure timely and best-of-class delivery of tasks.
• Prepare and recommend the department’s budget in alignment to the respective annual business plan.
• Oversee costs and activities are monitored on a regular basis highlighting any relevant opportunities and issues, to facilitate appropriate decision-making in line with changing priorities.

Policies, Systems, Processes & Procedures:

• Manage the implementation and contribute towards the development of departmental policies, systems, processes, procedures and controls covering all areas of the function so that all relevant procedural/legislative requirements are fulfilled while delivering a quality, cost-effective service in a consistent manner.
• Manage the continuous improvement of existing policies, processes and procedures to drive incremental benefits through efficiencies and better insights and analysis.
• Manage compliance with bylaws, rules, and regulations.

Talent Development:

• Design and develop the company’s Learning and Development philosophy and strategy and ensure the development of a robust talent pipeline for key roles at the company through effective high potential management, leadership development, and succession planning.
• Build and lead motivated, engaged and competent manpower by setting priorities and objectives, managing performance and introducing Individual development plans (IDP).
• Oversee SGH employees’ training and developmental needs and bridge the knowledge gaps to ensure continuous progression and high-level of competence within the team.
• Ensure effective implementation of approved talent management plans across SGH’s divisions within set timelines to facilitate consistency and achievement of organizational objectives.
• Lead the design and execution of customized programs/initiatives in the areas of technical training (accreditation programs), executive development, competency development, assessment and feedback, coaching, etc., to improve employee and organizational capability in order to achieve all present and long-term objectives of SGH.
• Develop graduate and internship programs for fresh graduates in order to attract the best talent and develop leaders of tomorrow to ensure continuity.
• Manage internal surveys and engagement activity for the staff prepared by the L&D Senior Specialist to measure the impact of the learning programs and collect review concerning the expectations from the function in order to adapt their expectations to the new programs.
• Assess the success of learning and development plans by measuring their Return on Investment (ROI) and the “training ROI”, described as measurable increase in skills, greater annual revenues, higher patient satisfaction, or simply the number of trained employees.

Training Development:

• Lead the development of L&D gap analysis to reveal L&D needs and create a clear and structured plan to support the growth and development of SGH employees.
• Ensure effective collaboration with business leaders and HR business partners and manage the identification of training and development needs in order to recommend and create capability improvement solutions, customized to meet business challenges.
• Lead the development of training initiatives and plans with the aim to satisfy identified development needs.
• Prepare training schedule for various functions and ensure internal communication of schedule and coordination with the functions to ensure a large number of attendants.
• Oversee the design and implementation of evaluation methods to ensure training effectiveness and thus determine whether the training has met the program objectives.
• Lead the liaison with external trainers or training vendors at a local, regional, and global level to provide best in-class training, where needed, in line with international standards to all employees.
• Review and approve the competency-based training needs analysis based on organizational strategic requirements, functional growth objectives, and employee skill gaps.

Safety, Quality & Environment

• Direct the application of patient safety, quality and environmental management policies, procedures patient and family right policies and controls to ensure patient safety, legislative compliance, delivery of high-quality products/service and a responsible environmental attitude.
• Direct the person-centered care behavioral expectations in order to comply.
• Abide by CARE communication and service standards when interacting with other staff members or with patients and families.

Reporting

• Responsible for confidentiality of information that they have access to or came across during their employment.

People Management:

• Manage employee performance and development by assigning individual performance targets and development objectives at least on an annual basis.
• Direct and supervises the activities and work of subordinates by providing formal and informal feedback regularly and on a timely basis, to ensure that all work is carried out in an efficient manner and in accordance with set individual targets.
• Contribute to the academic and training activities in the hospital in addition to your duties and responsibilities.
• Educate staff on patient experience survey questions, KPIs and targets for your area.
• Observe individual staff members and evaluate demonstration of CARE communication and service standards.

General Responsibilities

• Maintain professional growth and development to keep abreast of the latest trend of work scope.
• Attend CARE training sessions and other trainings as required.
• Provide solutions to meet and exceed patient's expectations.

Related Assignment

• Perform other related duties or assignments as directed by the Division Head.
• Chair/ delegate/ participate in hospital committee, task-force meetings and other meetings as required as well make decisions and actions, if any.