Manager, Learning Partner
Purpose of the role:
The primary purpose of the Learning Partner Manager is to lead and manage the Learning and Development initiatives for Pandora's Crafting and Supply Division. This role ensures that learning programs are strategically aligned with the company's business priorities and values, enhancing leadership capabilities and fostering a culture of continuous learning. The Learning Partner Manager collaborates with HR Business Partners, business leaders, and external vendors to design, implement, and evaluate impactful training programs that support the upskilling and reskilling of Pandora's workforce, ultimately driving organizational growth and success.
Key accountabilities:
The Manager, Learning Partner’s responsibilities are categorized into critical clusters:
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Strategic Leadership
Leadership and Team Management:
• Inspire, mentor, and develop team members to achieve high performance and professional growth.
• Foster a collaborative and high-performing team culture.
Strategic Alignment:
• Conduct learning needs analysis in collaboration with HRBPs and business leaders to identify skill gaps and development opportunities.
• Design, develop, and implement learning programs that align with Pandora's business strategy and priorities.
• Ensure learning initiatives support organizational goals and strategic objectives.
• Own and lead Crafting & Supply Learning Portfolio and Learning Guidelines implementation across C&S
Program Development and Delivery
Program Design and Implementation:
• Partner with HRBPs and Talent Management to create targeted leadership development programs aimed at strengthening leadership capabilities within the organization.
• Manage the learning portfolio for Crafting and Supply, focusing on leadership skills, soft skills, and organizational transferable skills aligned with Pandora's values.
• Develop and deliver impactful training programs and workshops, leveraging best practices in adult learning principles.
Facilitate Key Corporate Programs
• Lead the facilitation of key corporate programs and supervisory training
Internal Trainers Pool
• Build and maintain a pool of internal trainers to deliver training programs.
• Ensure internal trainers are adequately trained, supported, and continuously developed to deliver high-quality training sessions.
Vendor Management:
• Collaborate with external vendors to deliver high-impact training programs and workshops.
• Evaluate and select vendors to ensure quality and alignment with Pandora’s learning objectives.
Performance and Evaluation
Program Evaluation:
• Monitor and evaluate the effectiveness of learning programs, ensuring continuous improvement and alignment with business goals.
• Use data-driven insights to assess program impact and make necessary adjustments.
Upskilling and Reskilling:
• Drive initiatives for upskilling and reskilling the workforce to meet evolving business needs.
• Ensure employees have access to relevant and timely learning opportunities to enhance their skills and capabilities.
Training Budget Management
• Manage the training budget to ensure cost-effective use of resources.
• Track and report on training expenditures, ensuring alignment with financial plans and objectives.
Regulatory Training Management
• Ensure compliance to government mandatory requirements related to training and corporate/leadership skills management
• Liaise with government or regulatory agencies, ensure Crafting & Supply compliance and maintain good relationship with these agencies
• Represent Learning and the rest of Talent team in internal and external audits related to learning and development
Stakeholder Engagement
Stakeholder Collaboration:
• Build and maintain strong partnerships with HRBPs, business leaders, and external vendors.
• Work collaboratively to achieve common goals and address learning and development needs.
Communication and Influence:
• Communicate effectively with various stakeholders to promote and advocate for learning initiatives.
• Influence and gain support for learning portfolios and programs at all levels of the organization.
Technology and Systems Management
Learning SharePoint Management:
• Oversee the management and maintenance of the Learning SharePoint site.
• Ensure the SharePoint site is up-to-date, user-friendly, and a central resource for learning materials and information.
Learning Management System (LMS) Management:
• Manage the Learning Management System (LMS) to ensure effective delivery and tracking of training programs.
• Ensure timeliness and accuracy of learning and learner data uploaded into the LMS
Continuous Improvement
Innovation and Best Practices:
• Stay abreast of the latest trends and best practices in learning and development.
• Introduce innovative approaches and technologies to enhance the learning experience.
• Continuously audit and improvements on learning partnership team processes and programs
Cultural Awareness and Inclusion:
• Promote a culture of continuous learning and development across the organization.
• Ensure learning programs are inclusive, and fostering an inclusive and diverse global learning environment.
You are expected to participate in special projects as requested by Pandora management either as required by the business and/or as part of your career development plan.
Educational background:
Bachelor’s Degree in Human Resource or Business Management;
MBA / Master’s Degree preferred but not mandatory
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Pivotal and professional qualifications:
- Minimum 5 years as Learning & Development Manager (current role)
- Minimum total 8 years of working experience in the Human Resources field
- Experience in a matrixed organization is required
- Preferably experience in collaborating with other countries in APAC and Global HQ teams
Professional certification in the following will be an advantage:
Certified Professional in Training Management (CPTM) Certified Talent Development Executive (CTDE)
Certified Professional in Training and Development (CPTD)
Lean Six Sigma Certification (at least Green Belt)
Project Management Professional (PMP)
Personal Competencies:
We Dream/ Lead with Ambition
ü Strategic Mindset -Understands how own and the teams work fits into the bigger picture and strategy. ü Drives Vision and Purpose - Ensures own work supports and aligns with the organization’s vision and with the workgroup’s mission.
ü Balance's stakeholders - Anticipating and balancing the needs of multiple stakeholders. Learns the organization’s standards, processes, and cultural norms regarding stakeholder relationships.
We Dare/ Lead with Courage
ü Courage - Stepping up to address difficult issues, saying what needs to be said. Responds appropriately to confrontation and challenge. ü Instills Trust - Gaining the confidence and trust of others through honesty, integrity and authenticity. Displays consistency between words and deeds.
ü Cultivates Innovation - Creating new and better ways for the organisation to be successful. Seeks exposure to new ways of looking at things.
We Care/ Lead with Empowerment
ü Drives Engagement - Creating a climate where people are motivated to do their best to help the organisation achieve its objectives. Helps others see why the work matters. ü Collaborates - Building partnerships and working collaboratively with others to meet shared objectives. Acknowledges others’ efforts, advice, and contributions.
ü Develops talent - Developing people to meet both their career goals and the organisation’s goals. Offers constructive ideas on how others can better achieve team or organizational objectives.
We Deliver/ Lead with Accountability
ü Ensures Accountability - Holding self and others accountable to meet commitments. Takes ownership of own work. Takes responsibility for successes and failures in own work. ü Drives Results - Consistently achieving results, even under tough circumstances. Demonstrates a strong drive to achieve meaningful results. Shows determination in the face of obstacles and setbacks.
ü Builds Effective Teams - Building strong-identity teams that apply their diverse skills and perspectives to achieve common goals. Supports team decisions and promotes team spirit.
About Pandora Crafting & Supply
Pandora started crafting its jewellery in Thailand in 1989, where our founders fell in love with the delicate craftsmanship of the Thai people. To date, there are two crafting facilities in Thailand, Bangkok, and Lamphun, and we employ more than 13,000 skilled craftspeople. By the end of 2023, there are 107 million pieces sold globally, all of which were hand-finished here in Thailand by our skilled craftspeople using high-quality raw materials and sustainable methods.
About Pandora Group
Pandora is the world’s largest jewellery brand. Designed in Denmark and crafted in Thailand, Pandora jewellery provides endless opportunities for personalisation, allowing people to express their passions and show who they are. The company’s products are made from high-quality materials and sold in more than 100 countries through 6,700 points of sale, including 2,600 concept stores.
Pandora is committed to leadership in sustainability and is sourcing lab-grown stones and recycled silver and gold for all its jewellery. Headquartered in Copenhagen, Denmark, Pandora employs 33,000 people worldwide, is listed on the Nasdaq Copenhagen stock exchange, and generated sales of DKK 28.1 billion (EUR 3.8 billion) in 2023.