HR Officer for Learning and Development  

Main Duties and Responsibilities

I. Needs Assessment and Intervention

• Assists in conducting learning needs assessment, utilizing the most appropriate data gathering and validation methodologies.
• Comes up with an initial analysis of data gathered from the unit, its stakeholders, and other relevant sources.
• Assists in designing interventions and evaluation plan to address findings and identified needs.

II. Competency Mapping and Employee Profiling

A. Competency Assessment and Model

• Drafts and reviews competency models vis-à-vis the career management and job classification systems, in coordination with the Employee Performance and Potential Section.
• Draws out the core competencies of each job family, and guides units in preparing their functional and technical competencies.

B. Employee Profile Trends

• Contributes to analyzing employee profile trends to guide workforce planning, capability and career development, and transition and succession management, in coordination with the other sections in the OPT&OD.
• Provides learning and development trends that would show how the University employees are individually and collectively performing and how they have progressed from one job to the next as a result of the learning and development programs they have attended.
• Analyzes the employee trends, and recommends plan of action and interventions.

III. Learning and Development Programs

A. Learning and Development Roadmap

• Drafts a learning interventions roadmap targeting each career path.
• Conducts searches on current and future skills required to ensure that employees are provided with the appropriate competency development interventions.
• Assists units in finding learning and development programs to address identified individual learning needs, and the learning curricula; and based on set criteria.

B. Individual Learning Interventions

• Assists unit administrators and EPP in identifying and addressing learning gaps of the employees.
• Assesses the competencies of each job vis-à-vis the capabilities of employee, and provides suggestions on how to further develop their competency and progress to their intended career path.
• Works with the EPP in systematically identifying learning needs, and prepareslearning interventions for those with performance gaps and those with potential to take on higher job levels.

C. Program Administration and Implementation

• Assists in administering and distributing the learning and development evaluation tools, and generating the reports.
• Drafts presentation and learning materials, and recommends the most effective method of communicating the content to various audience
• Serves as the learning management system administrator, overseeing the creation and/or curation of course content, managing users and learner data, coordinating system requirements which includes functionalities and settings,etc.

Performs all other duties as may be reasonably required of the position, in
accordance with the instructions of the Immediate Supervisor, and its duly
authorized representative.

Knowledge, Skills and Abilities:

• Knowledge of how organizations work, how it is set up, its functions
• Knowledge in basic research, basic statistics is an advantage
• Must be a strategic and systems thinker; has the ability to connect and see the implications of actions to other systems/processes
• Critical and analytical thinking, ability to connect and see the implications of actions to other systems/processes
• Ability to manage multiple priorities as well as flexibility to adapt to and change new systems and methodologies, a must
• Advanced knowledge in learning and evaluation methodologies
• Has good facilitation and feedback skills (active listening, asking questions)
• Ability to conduct needs assessment and design learning curricula
• Excellent communication, interpersonal, partnering, negotiation skills
• Ability to manage service providers
• Strong attention to detail
• Ability to innovate and open to learning
• Must be comfortable handling ambiguity, flexible, adaptable, and proactive
• Strong knowledge on presentations and several MS applications (Excel, PowerPoint, Visio etc.), creating various reports in Excel
• Knowledge of learning management system
• Has a strong sense of urgency balanced with quality-result orientation

Education and Experience Requirements:

• Bachelor’s degree in any management or psychology
• Units in MA in Industrial/Organizational Psychology is an advantage
• Four (4) year experience in in managing and partnering with clients
• At least two (2) year experience in designing learning programs
• At least two (2) year experience facilitating learning programs