Learning Strategy Capability Planning: • Partner proactively with Operations leaders and HR stakeholders to understand operational challenges, people dynamics, and future capability needs. • Develop annual and rolling training plans aligned with operational priorities and organizational growth. • Anticipate emerging skill and leadership gaps and proactively propose new learning initiatives. • Ensure learning solutions balance speed, practicality, and long-term capability development. Training Framework Program Design: • Design and continuously improve end-to-end training frameworks for Operations roles, from frontline to management levels. • Build structured learning roadmaps that support internal promotion, leadership readiness, and talent retention. • Develop and update training content to ensure relevance, practicality, and alignment with current operational realities. • Drive blended learning approaches including classroom training, on-the-job learning, coaching, and digital learning. Training Delivery Field Engagement: • Directly deliver key behavioral, leadership, and management training programs for Operations leaders. • Work closely with internal and external trainers to ensure training content effectiveness and alignment with Operations needs. • Maintain a strong hands-on presence at operational sites to validate learning relevance and impact. • Manage training logistics, vendors, and budgets with a focus on cost efficiency and training effectiveness. Learning Effectiveness Performance Measurement: • Monitor post-training application and evaluate learning effectiveness based on on-the-job performance improvements. • Collaborate with Operations leaders to assess the real impact of training initiatives. • Analyze learning data and feedback to continuously improve programs and recommend follow-up actions. • Maintain accurate training records, reports, and documentation in line with internal standards. Talent Development Leadership Pipeline: • Develop learning pathways and career development roadmaps for Operations talents. • Actively contribute to talent reviews and leadership development discussions. • Design and implement Individual Development Plans (IDPs) for high-potential employees. • Position learning as a key driver of talent attraction, engagement, and retention. Team Leadership Ways of Working: • Lead, coach, and develop the Learning Development team to deliver high-quality, scalable learning solutions. • Foster a culture of ownership, proactiveness, and continuous improvement. • Ensure fast execution and adaptability in a dynamic Operations environment. • Perform other duties as assigned by the direct manager.

• Bachelor’s degree in Human Resources Management, Business Administration, Economics, or a related field. • Minimum 5 years of experience as an L Manager or equivalent role, with proven experience leading training teams. • Fluent English communication is mandatory; candidates must be able to join interviews fully in English and discuss training and Operations topics in depth, not limited to basic self-introduction. • Strong experience in training strategy, organizational capability development, and leadership development. • Preferred experience in F, chain retail, or FMCG (Food/Beverage); candidates from other industries may be considered if demonstrating strong strategic mindset, adaptability, and learning agility. • Strong strategic thinking with the ability to design diverse training programs for different levels in a rapidly growing organization. • Proactive, hands-on, creative, and solution-oriented, with strong communication and stakeholder management skills. • Able to work fast, adapt quickly, and fit well with Operations working style. • Willing to travel frequently, with approximately 50% field (stores/operations sites) and 50% office-based work. • Proficient in MS Office (Word, Excel, PowerPoint).