Learning & Development Specialist
About Conversive
Conversive is entering its next phase of growth. As the organization scales, the ability to build capability consistently across teams will become a competitive advantage.
Today, learning is largely informal and decentralized. Knowledge resides with individuals, onboarding experiences vary across teams, role-specific learning paths are limited, and organizational knowledge is not systematically captured or shared.
Rather than building a traditional Learning & Development function focused primarily on training coordination, Conversive aims to establish the foundations of a learning organization—one where employees have access to the right knowledge, managers actively develop their teams, and learning becomes an integral part of everyday work.
This role will build those foundations.
We are looking for someone who believes learning is more than training. This role is responsible for building the organizational capability that enables Conversive to scale. You will design learning journeys, capability frameworks, manager development programmes, leadership initiatives and knowledge ecosystems that help employees continuously develop the skills required to succeed.
Role Purpose
Build and establish the organization's learning capability by creating structured learning experiences, organizing institutional knowledge, enabling managers to develop their teams, and laying the foundation for a scalable learning ecosystem.
The role is expected to evolve alongside the organization—from establishing core learning processes and repositories in the initial stages to designing role-based capability frameworks, leadership development programmes and organizational learning systems as Conversive grows.
Key Responsibilities
- Build and continuously improve the organization's learning ecosystem by establishing learning governance, learning processes, annual learning calendars and role-based development initiatives aligned with business priorities.
- Design, develop and maintain structured onboarding programmes, role-specific learning journeys and capability development pathways that enable employees to become productive faster and grow within the organization.
- Partner with business leaders and managers to identify capability gaps, recommend learning interventions and support the development of high-performing teams through structured learning initiatives.
- Develop and coordinate manager capability programmes, including first-time manager development, management toolkits, learning resources and continuous capability-building initiatives.
- Curate, coordinate and continuously improve internal and external learning opportunities by collaborating with subject matter experts, external learning partners and digital learning platforms.
- Establish learning measurement frameworks and dashboards to evaluate programme effectiveness, knowledge application, employee participation and business impact, using insights to continuously improve organizational capability.
- Promote a culture of continuous learning by encouraging knowledge sharing, self-directed learning, internal communities of practice and manager-led capability development across the organization.
- Evaluate emerging learning technologies, AI-enabled learning tools and digital knowledge platforms that improve learning accessibility, personalization and organizational effectiveness.
- Support broader organizational development initiatives including competency frameworks, career pathways, succession readiness and leadership development as the organization's learning capability matures.
What We're Looking For
The Ideal Candidate Should Demonstrate
- A builder's mindset with the ability to create systems and processes from scratch.
- Strong ownership and bias for action.
- High learning agility and intellectual curiosity.
- Ability to simplify complex information into practical and engaging learning experiences.
- Excellent written and verbal communication skills.
- Strong attention to detail without losing sight of the bigger organizational objective.
- Collaborative and influential, with the ability to work across multiple functions and levels of the organization.
- Passion for continuous improvement and organizational excellence.
Education
- Bachelor's degree in Human Resources, Organizational Psychology, Business Administration, Education, Learning & Development or a related discipline.
- A postgraduate qualification in Human Resources, Organizational Development, Learning & Development or Business Management will be an advantage but is not mandatory.
Professional Experience
- 3–6 years of relevant experience in Learning & Development, Organizational Development, Talent Development or Capability Building.
- Experience in designing and implementing learning programmes, onboarding initiatives or capability development projects.
- Exposure to fast-paced technology, SaaS, consulting or high-growth organizations is preferred.
Preferred Knowledge
- Understanding of adult learning principles and instructional design methodologies.
- Familiarity with learning technologies, digital learning platforms or Learning Management Systems.
- Working knowledge of competency frameworks, capability mapping and learning journey design.
- Awareness of emerging learning technologies, including AI-assisted learning tools, is desirable.
Technical Skills
- Strong presentation, facilitation and written communication skills.
- Excellent project planning and stakeholder management abilities.
- Proficiency in Microsoft Office (PowerPoint, Excel, Word) or Google Workspace.
- Comfortable using AI productivity tools such as ChatGPT, Microsoft Copilot or similar platforms to enhance learning design and content development.
What This Role Is Not
This role is not primarily responsible for:
- Coordinating training logistics.
- Scheduling classrooms or managing attendance.
- Delivering generic training programmes.
- Acting as an administrative coordinator for learning activities.
Instead, the role is expected to build the foundations of organizational capability by creating learning systems, enabling managers, improving onboarding and establishing scalable approaches to employee development.