Under supervision of Deputy Director of Human Resource, the Training and Development Manager is responsible for finding ways to fill the gap of the organization's employees. This position assesses company-wide developmental needs to drive training initiatives and identifies and arranges suitable training solutions for employees. This position actively searches, creatively designs, and implements effective methods to educate, enhance performance and recognize performance.

• Conducts annual training and development needs assessment to assess and identify the current skills of the employees and identify skill gaps.
• Develops training and development programs and objectives.
• Administers spending against the capacity-building budget.
• Trains and coaches managers, supervisors, and others involved in employee development efforts.
• Plans, organizes, facilitates, and coordinates supplies for employee development and training events.
• Conducts follow-up studies of all completed training to evaluate and measure results.
• Modifies programs as needed.
• Exemplifies the desired culture and philosophies of the organization.
• Works effectively as a team member with other members of management and the HR staff.
• Helping the Organization meet its objectives by developing & implementing high-impact learning & development programs in line with business needs and priorities.
• Establish strong partnerships with the business to gain a strong understanding of current organization/industry issues and opportunities, as related to learning and development.
• Conduct organizational needs analysis and create training plans to ensure that all employees have the required competencies to excel in their roles.
• Reviewing and revising course materials to ensure they are in line with operating processes, procedures, and systems.
• Deliver training to various parts of the organization and work with various stakeholders to coordinate and organize training sessions.
• Collating feedback on completed training to evaluate and measure results and make improvements where required.
• Conduct training trainer workshops to ensure training, scalability, and effectiveness.
• Arrange in-house training programs as well as online e-learning models.
• Liaise with the IRC Talent Development team
• Ensure that employees use online platforms like Compass, Kaya, e-Cornell, and Humentum and follow up on the successful completion of courses
• Monitor and evaluate the progress of employees through Performance Evalation.
• Carry out research and incorporate new methodologies for effective development and overall growth. 
• Propose other staff development means
• Stay up to date with the latest developments and trends in the industry.
• Evaluate individual and organizational development needs
• Implement various learning methods companywide (e.g. coaching, mentoring, job-shadowing, online training etc.)
• Assess the success of development plans and help employees make the most of learning opportunities
• Help managers develop their team members through career pathing
• Track budgets and negotiate contracts