Learning and Development Manager

We're representing a Singapore-headquartered technology company — 500+ engineers, data scientists and cybersecurity specialists, that has learned an expensive lesson: brilliant technical work undone by rooms it couldn't read.

They're funding a serious L&D function to fix it, and they want the person who'll own it. This is for the L&D professional tired of being handed a compliance-training budget and called strategic — here, the mandate is real: build the interpersonal capability of a deeply technical workforce.

What You'd Own

Build the L&D strategy from the ground up — capability framework, curriculum, budget, and the metrics that prove it

Design and deliver the human-skills programmes technical talent actually needs: communication, influence, negotiation, stakeholder management, leading without authority

Create the manager pipeline — turning senior engineers into people leaders without losing the engineering

Deploy AI-enabled learning tools where they genuinely help, and defend human-led development where it matters

Partner HRBPs and engineering leadership so development ties to promotion, retention and delivery — not attendance

Measure what matters: behaviour change, promotion rates, retention of high performers — not completion rates

What You'll Bring

6–10 years in L&D, talent development or organisational development, with at least one function or major programme built rather than inherited

Real facilitation craft — you can hold a room of sceptical engineers and earn the second session

Experience developing technical populations (tech, engineering, data, cyber) strongly preferred

Instructional design fluency plus comfort with modern learning stacks and AI learning tools

Evidence your programmes changed outcomes — promotion, retention, performance — not just satisfaction scores

A growth mindset with new technology — you learn the tools before you're told to, and you're honest about what you don't know yet

The ability to give feedback that lands and receive it without armour

Stakeholder management across functions — you keep the right people close, informed, and on side

Communication skills that hold up with senior leaders — clear, concise, and credible in the rooms where decisions get made

You'll Thrive Here If

You believe human skills are the career multiplier for technical talent — and you've seen what happens without them

You're done justifying L&D's existence and ready to run one that's already funded and believed in

You want your fingerprints on how an entire company communicates, leads and grows

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Don't tick every box Apply anyway. Most people won't put themselves forward unless they meet every line, we'd rather you did. We know our clients well. If you're close, we'll champion you and advise them accordingly.