PURPOSE

This role is responsible for designing, implementing, and monitoring learning and development programs, competency frameworks, leadership development initiatives, performance culture interventions, and internal communications strategies that drive employee engagement, alignment, and culture transformation.

The role ensures that MCL develops a skilled, engaged, informed, and future-ready workforce capable of delivering strategic business outcomes while maintaining strong internal communication flows across all levels of the organization.

MAIN RESPONSIBILITIES

A. Learning & Development Strategy Implementation

• Design and implement the annual Learning & Development Plan aligned to business priorities.
• Conduct training needs assessments (TNA) using data-driven methods.
• Develop L&D programs supporting capability building, digital transformation, editorial excellence, commercial growth, and leadership effectiveness.
• Measure learning impact using KPIs, ROI frameworks, and performance outcomes.

B. Competency Framework & Talent Capability Development

• Lead implementation and continuous refinement of the MCL Competency Framework.
• Integrate competencies into recruitment, performance management, promotions, and leadership development.
• Facilitate talent reviews and capability gap assessments with Heads of Department.

C. Leadership Development

• Design and coordinate development programs for emerging leaders, supervisors, managers, and senior leadership.
• Manage 360° feedback assessments and coach managers on development planning.
• Support succession planning through structured learning pathways.

D. Performance Culture & Engagement

• Support redesign, rollout, and adoption of the Employee Performance Management System (EPMS).
• Ensure alignment of KPIs, competencies, and behavioral expectations.
• Train managers and employees on performance tools and processes.
• Support culture transformation initiatives including engagement programs, team development, and learning forums.

E. Internal Communications & Employee Engagement (NEW CORE AREA)

• Develop and implement an internal communications strategy aligned with MCL business goals and culture.
• Drive consistent, clear, and engaging communication across all employee levels.
• Manage internal communication channels (intranet, newsletters, email updates, digital platforms, and leadership messaging).
• Support leadership communication including CEO/MD messages, town halls, and cascading of strategic priorities.
• Partner with HR and leadership to communicate policy changes, transformation initiatives, and organizational updates.
• Design employee engagement campaigns that reinforce culture, values, and performance mindset.
• Support change management communication for new systems, processes, and organizational initiatives.
• Monitor communication effectiveness through engagement feedback and analytics.

F. Learning Management System (LMS) Management

• Develop, upload, and manage digital learning content.
• Track learner progress, certifications, reporting, and analytics.
• Expand digital learning offerings to improve accessibility and reduce training costs.

G. Training Coordination & Logistics

• Manage end-to-end execution of internal and external training programs.
• Coordinate trainers, vendors, facilitators, and Heads of Department.
• Oversee scheduling, attendance, communication, and post-training evaluations.

H. Knowledge Management

• Develop toolkits, playbooks, policies, and SOPs for L&D and internal communication processes.
• Maintain a central repository of learning and communication resources.
• Support institutional knowledge retention initiatives.

I. Compliance & Audit Support

• Maintain accurate training and communication records where applicable.
• Support audits related to capability building, employee development, and HR processes.
• Ensure compliance with company policies and regulatory requirements.

KEY PERFORMANCE INDICATORS (KPIs)

Learning Delivery & Participation

• % completion of annual L&D plan
• Training participation rate by department
• Number of programs delivered vs planned

Learning Quality & Impact

• Post-training evaluation scores (Kirkpatrick Level 1 & 2)
• Improvement in performance metrics linked to capability development
• Reduction in competency gaps across departments

Leadership & Performance Culture

• Adoption rate of EPMS and quality of goal-setting
• Completion of 360° assessments and individual development plans
• Leadership pipeline readiness metrics

Internal Communications & Engagement

• Employee engagement and communication effectiveness scores
• Timeliness and reach of internal communications
• Participation in engagement campaigns and forums
• Feedback scores on clarity and relevance of leadership communication

Operational Excellence

• LMS utilization rate
• Cost efficiency of training delivery
• Compliance with training and communication documentation standards

MINIMUM QUALIFICATIONS & EXPERIENCE

Education

• Bachelor’s Degree in Human Resources, Education, Business Administration, Psychology, Organizational Development, Communications, or related field.
• Professional certification in L&D, HR, Organizational Development, Internal Communications, Coaching, or similar is an added advantage.

Experience

• 3–5 years’ experience in Learning & Development, Talent Management, Organizational Development, or Internal Communications roles.
• Proven experience designing and delivering training programs.
• Experience in performance management systems and competency frameworks.
• Experience managing internal communications, employee engagement, or change communication initiatives.
• Experience using LMS or digital learning/communication platforms is an advantage.