Ninja Van is a tech-enabled logistics company on a mission to provide hassle-free delivery services for businesses of all sizes across Southeast Asia. Launched in 2014, we started operations in Singapore and have become the region's largest and fastest growing last-mile logistics company, partnering with over 35,000 merchants and delivering more than 1,000 parcels every minute across six countries.
At our core, we are a technology company that is disrupting a massive industry with cutting-edge software and operational concepts. Powered by algorithm-based optimisation, dynamic routing, end-to-end tracking and a data-driven approach, we provide best-of-class delivery services that delight both the shippers and end customers. But we are just getting started! We have much room for improvement and many ideas that will further shape the industry.
The incumbent is responsible for developing, and operationalising learning and development plans and programmes, based on the assessment of development areas for the workforce to meet business requirements. S/he liaises with stakeholders to communicate and implement learning programmes to ensure that the organisation's strategy and plans are delivered in an effective and efficient way.
Responsibilitiies
- Training Needs Analysis - Develop, implement, and deploy training needs identification tools to identify the skills required for business needs and employee development.
- Development Plans - Develop customised learning and development strategies, plans and curricula to improve overall workforce capabilities for current and future roles
- Learning Programmes - Implement and operationalise learning programmes that address the training needs identified
Requirements
- Experience in Learning & Development including management of programs for company-wide implementation
- Hands-on experience designing programmes from conceptualisation to post-programme evaluation
- Demonstrated experience in crafting learning and development initiatives involving multiple stakeholders with significant degree of influence
- Able to take functional information and develop effective training resources using a variety of learning modes
- Hold discussions with stakeholders to gather and develop requirements for a learning experience, and integrate these back to their operational processes
- Motivated and persistent in crafting and pushing through initiatives with minimal supervision
