L&D Manager (Learning&Development) (Job Code:6201)

A rapidly growing multinational company specializing in the production of high-quality commercial HVAC products,
Role Summary:
Fully accountable for China regional L&D system development, talent management, leadership development, and training project operations. Partner closely with business leaders, HRBPs, and cross-functional teams to design and deliver systematic, business-driven learning solutions that enhance organizational capability, retain core talents, and support China’s long-term strategic growth.
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Key Responsibilities
1. L&D Strategy & System Development
1) Align with global L&D framework and China business strategy to formulate and update annual L&D plans, budgets, and work schedules.
2) Build and optimize company-wide competency models, job-based training matrices, and career development pathways covering manufacturing, R&D, sales/marketing, management, and corporate functions.
3) Establish standardized L&D SOPs covering needs assessment, curriculum design, project execution, evaluation, and data tracking.
2. Core Talent & Leadership Development
1) Lead key talent review processes including high-potential identification, talent pool management, succession planning, and reserve talent programs.
2) Design and roll out leadership journeys for new supervisors, mid-level, and senior managers, focusing on management fundamentals, team dynamics, business decision-making, and cross-functional collaboration.
3) Oversee Management Trainee (MT/EIT) and high-potential newcomer programs, including onboarding, mentoring, and growth tracking to boost retention and readiness.
3. Training Operations & Curriculum Design
1) Conduct company-wide training needs analysis based on business pain points and competency gaps; tailor internal solutions accordingly.
2) Develop internal course portfolios, cultivate internal trainer teams (TTT), and standardize content, delivery methods, and assessment criteria. Execute programs such as new-hire orientation, professional skills, job certification, culture, and compliance training.
3) Select, evaluate, and manage external training vendors; coordinate customized external programs while controlling quality and cost.
4. Evaluation & Data Management
1) Build a full-cycle training evaluation system grounded in the Kirkpatrick Model; produce regular statistical reports and analysis.
2) Monitor training impact on job competency and business performance improvements; continuously refine content and delivery models.
3) Administer the company LMS platform, maintain course assets, update learning records, and foster online learning engagement.
5. Cultural Enablement & Stakeholder Collaboration
1) Champion internal learning culture and employer branding through sharing sessions, events, and vitality-building activities.
2) Partner with HRBP, recruitment, performance, and C&B teams to align talent development with appraisal, promotion, and succession processes.
3) Regularly report progress, project outcomes, and annual summaries to HRD and global L&D peers; implement global L&D standards locally.
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Job Requirements
1. Education & Experience
1) Bachelor’s degree or above; HR, Psychology, Business Administration, Education or related fields preferred.
2) 8+ years of HR L&D experience, including 3+ years in a managerial L&D role within foreign-invested manufacturing, high-end equipment, or industrial sectors.
3) Proven track record in building standardized L&D systems, talent pipelines, leadership programs, and internal curricula in a multinational environment.
2. Professional Competencies
1) End-to-end L&D expertise: needs diagnosis, instructional design, project execution, evaluation, and data analytics.
2) Solid experience in TTT programs, trainer community management, and independent development of customized enterprise courses.
3) Deep knowledge of competency modeling, talent assessment, succession planning, and career path design.
4) Hands-on experience with LMS administration and blended (online/offline) learning models to enhance efficiency.
3. Language & Soft Skills
1) Fluent English (both written and spoken) – mandatory for seamless communication and reporting with global teams.
2) Strong business acumen – able to translate business needs into targeted L&D interventions.
3) Excellent cross-functional communication, coordination, project management, and resilience under pressure.
4) Data-driven mindset, skilled in deriving insights and iterating based on performance metrics.
5) High accountability, proactiveness, and innovation; systematic and logical thinking.
4. Preferred Qualifications
1) Industry background in HVAC, refrigeration, or mechanical equipment manufacturing is a strong plus.
2) Professional certifications such as TTT, Talent Assessment, or HR credentials.
3) Experience in APAC regional cross-border L&D collaboration projects.