Talent Development Specialist

About the Role

We are looking for a Learning & Talent Development Specialist to lead the design, delivery, and evaluation of organization-wide learning initiatives — and to own our Management Trainee (MT) Program from end to end.
In this role, you will build a culture of continuous learning, develop future leaders, and ensure our people have the skills and capabilities to drive Transsion's growth across emerging markets.
You will collaborate closely with department heads, HR Business Partners, external trainers, and university partners to deliver impactful learning experiences at scale.

Key Responsibilities

Learning & Development

• Conduct Training Needs Assessments (TNA) across all departments and country offices.

• Develop and execute the annual Learning & Development plan aligned with business strategy.

• Design training curricula, presentations, manuals, and blended learning materials (classroom + digital).

• Organize and coordinate internal and external training programs, including e-learning initiatives.

• Deliver training sessions on company policies, soft skills, leadership, and professional development.

• Develop and maintain the annual training calendar and ensure timely execution.

• Monitor employee participation and maintain accurate training records in the LMS/HRIS.

• Evaluate training effectiveness through assessments, surveys, Kirkpatrick-level metrics, and performance data.

• Manage the training budget and optimize resource allocation for maximum ROI.

• Promote a culture of continuous learning through internal campaigns, learning platforms, and knowledge-sharing initiatives.

Management Trainee (MT) Program

• Develop and manage the annual MT recruitment plan in alignment with workforce and succession needs.

• Partner with department heads to identify future leadership and specialist talent requirements.

• Support employer branding at universities, career fairs, and graduate recruitment events.

• Coordinate end-to-end MT candidate sourcing, assessments, interviews, and selection.

• Design and continuously improve the MT curriculum, rotation plans, and development roadmap.

• Coordinate structured onboarding and orientation for each MT cohort.

• Assign mentors and coaches; monitor mentoring quality and progress.

• Track trainee performance, learning milestones, and competency development against defined benchmarks.

• Organize leadership workshops, business simulations, case studies, and cross-functional project assignments.

• Prepare progress reports and presentations for HR leadership and senior management.

• Measure MT program effectiveness and ROI; recommend improvements each cycle.

• Recommend confirmation, promotion, extension, or reassignment based on performance reviews.

• Maintain a talent pipeline and succession plan for future leadership positions.

• Build and sustain partnerships with universities and educational institutions to attract top graduates.

Key Performance Indicators