Head of Talent Development

Overview

Role Summary

Learning & Development Strategy

• Design and implement the overall learning and development strategy aligned with business objectives
• Translate business needs into structured capability development plans across corporate and store operations
• Establish annual learning priorities based on performance gaps, business growth, and succession needs.
• Build a scalable learning eco-system supporting multiple brands, formats, and geographies.

Academy Development & Management

• Design, launch, and manage the organization’s Academy as the central learning hub.
• Define academy structure, governance, curriculum architecture, and delivery model.
• Develop structured learning pathways for:
• Sales associate/Frontline Staff
• Baristas, Kitchen Crew, and Service Teams
• Supervisors and Shift Leaders
• Store Managers and Area Managers
• Create onboarding and induction programs ensuring fast integration and productivity
• Standardize operational training across all brands (e.g. service standards, product knowledge, customer experience)
• Partner with operations to ensure training aligns with real store execution needs.
• Establish certification programs for the role readiness and promotion eligibility

Leadership & Management Development

• Design leadership development frameworks for all levels of management:
• Emerging Leaders (HiPo pipeline)
• First-time managers (Store Managers/Supervisors)

• Mid-level Manages (Area/Department Managers)

• Senior Leaders (Head Office and Regional Leaders)
• Develop structured leadership programs, workshops, and blended learning journeys.
• Integrate coaching, mentoring, and experiential learning into leadership development
• Partner with Talent Management to align leadership programs with succession planning.

Internal Learning Programs

• Develop and deliver internal learning programs tailored to business needs, including:
• Customer service excellence programs
• Sales capability development
• Operational excellence programs
• Food safety and hygiene training
• Brand standards and experience delivery
• Communication and soft skills programs
• Design role-based learning pathways and career progression-linked training.
• Ensure learning programs are practical, scalable, and aligned with store realities

Training Delivery & Capability Building

• Oversee training delivery across classroom, on the-job, and digital learning formats.
• Build a network of internal trainers, brand champion, and store-brand trainer.
• Certify trainers and ensure consistency in delivery quality
• Conduct train-the-trainer programs to scale capability across the organization
• Ensure all the training content is standardized across brands while allowing operational flexibility.

Digital Learning & LMS Management

• Oversee the Learning Management System (LMS) and digital learning platforms.
• Develop e-learning modules, micro-learning content, and blended learning journeys.
• Track learner progress, completion rates, and certification compliance
• Leverage digital tools to improve accessibility and scalability of learning
• Continuously enhance learning technology and user experience.

Capability Frameworks & Skills Development

• Develop and maintain role-based competency and skill frameworks in collaboration with Talent Management.
• Identify skill gaps across function and business unit
• Build structured upskilling and reskilling programs
• Support future capability needs aligned with business expansion and transformation
• Training for New Store Opening and for Campaigns & Launches
• Design and execute full training plans for new store openings and new product launches and new campaigns
• Ensure all new hires are fully trained before store, product, or campaign launch
• Deploy opening training teams and on-site trainers as required
• Ensure consistent execution of brand standards from day one of operations
• Conduct post opening training audits and reinforcement programs

Employee Development & Engagement

• Create development opportunities to support employee engagement and retention
• Design career pathways linked to training completion and certification
• Promote a culture of continuous learning across the organization
• Partner with employee engagement teams on development-focused initiatives and recognition programs

Measurement & Learning Analytics

• Define and track learning effectiveness metrics including:
• Training completion rates
• Certification pass rates
• Time to competency
• Sales uplift from training programs
• Customer experience improvement metrics
• Internal promotion readiness
• Training ROI
• Use data insights to continuously improve learning programs.

Vendor Partnership & Management

• Manage external training providers, consultants, and content partners
• Evaluate and select learning vendors based on quality, scalability, and ROI
• Ensure alignment of external programs with internal capability frameworks

Education

• Bachelor’s degree in Human Resources, Education, Psychology, Business Administration, or related field
• Master’s degree is a plus
• Certification in L&D, Instructional Design, Coaching, or Facilitation are preferred.

Experience

• 7-10 years of experience in Learning & Development or Talent Development roles
• Minimum 3 years in managerial capability
• Strong experience in retail hospitality, or F&B multi-site environments
• Proven experience in building or scaling training academies or structured learning systems is highly desirable.
• Experience in frontline workforce training and operational capability building