Learning & Development Manager

LEE KUM KEE•Industry, CA

About The Position

For over 137 years, Lee Kum Kee has brought the world together through the power of authentic Asian cuisine — from humble oyster sauce origins in 1888 to kitchens in over 100 countries. Our secret ingredient isn't just in our sauces. It's in our people. We're looking for a passionate, innovative Learning & Development Manager to help our people grow as boldly as our brand. If you believe that investing in talent is the ultimate recipe for success, this role was made for you.

Requirements

A Bachelor’s degree in Organization Development, Human Resources or related discipline from an accredited 4-year university.
5+ years of L&D experience with a proven track record in talent development, succession planning, and employee engagement. Experience in the food or CPG industry is a plus.
Demonstrate understanding of the latest leadership training and development theories and trends; thought leadership and experience in leading innovative solutions in the field of learning, development, business solutions, and talent management.
Practical experience consulting with different function heads to identify needs and develop innovative solutions.
Demonstrate analytical decision-making, project management, group facilitation, innovative problem solving, prioritization, and internal consulting.
Must be proficient in Microsoft Office including PowerPoint, Word, Excel and Outlook; LMS or training platforms including running ad hoc reports/queries.
Must be familiar with the use of online training solutions and ability to assess online and in-person training effectiveness and make continuous improvements if necessary.

Nice To Haves

Certified Professional in Learning and Performance (CPLP) Credential is highly preferred.
Bilingual in English & Spanish or English & Chinese is preferred.

Responsibilities

Prioritize the learning and development programs that promote the company’s corporate culture and positively impact performance and organizational strategic goals.
Develop, implement an effective Hi-Po Talent Development Program and work closely with leaders by providing guidance and solutions in formal succession planning and career development.
Administer Talent Management System (TMS) and Talent Review process to ensure thorough completion; partner with leaders to assess talents and to provide advices regarding development plans, especially for Hi-Po, and to follow thru the development plans and proactively provide trainings and assistance to talents and leaders.
Conduct gap analysis to identified development needs in each function; proactively consult and work collaboratively with function heads, L&D team in Headquarters, and external trainers to design, develop, implement, and execute on leading edge learning and development programs and curriculum solutions.
Design, develop, manage, and facilitate innovative and effective in-person learning solutions around leadership, mentoring, coaching, communication, collaboration, employee engagement, onboarding, corporate culture, diversity & inclusion, performance coaching, etc.
Develop effective training materials utilizing a variety of media best fit for the targeted audience and deliver the effective learning results. Assess/evaluate training effectiveness and continuously make improvements in training materials/programs.
Train and coach managers, supervisors and others involved in employee development efforts.
Administer Learning Management System (LMS) and assign trainings to audience per the development programs or needs.
Work with HR Coordinator to timely maintain accurate training records in the system and run monthly/ad hoc reports; ensure training data and records are fed to HRIS timely and accurately and resolve any issues by working with vendors.
Be responsible for all training related audits (e.g. internal audits, ISO, OSHA, GMP, SMETA, etc.) and provide training records as requested timely.
Administer training and development programs and monitor training expenses against the L&D budget.
Design & initiate organization development programs and use appropriate metrics to evaluate the effectiveness.
Drive an engaging work environment by proactively providing effective and creative employee engagement solutions to leaders. Work with Headquarters to organize annual Employee Engagement Survey to achieve 100% employee participation. Interpret and prepare survey results; organize, and host result sharing sessions; facilitate effective action plan workshops and follow through all action plans with respective personnel.
Work with HRA members in organizing employee and volunteer activities to promote corporate culture and drive engagement.