1-To create design the statutory, mandatory, developmental and organizational change training requirements for new and existing staff in both across all areas of the organization 

2- Monitor regulatory requirements for staff training and competence and ensure that all requirements and subsequent changes are reflected in all statutory and mandatory training. 

3- To create design and deliver L&D solutions to support the organizational change and development outlined in the overall L&D strategy using a blend of methodologies including computer based, self-managed learning, remote delivery, management cascade, class room and on job learning as appropriate. 

4- Ensuring that every L&D intervention has clear business focused aims that enable robust evaluation of the event’s effectiveness, and measurement of return on investment. 

5- Undertake evaluation of all L&D interventions at between one and three months following the event, and report against agreed KPIs. 

6- To record, collate and retain management information to demonstrate progress against KPIs and departmental goals and objectives. 

7- Follow-up onboarding process progress and assure completion of steps. 

8- Coordinate with external vendors regarding training program plan and assure qualified training delivery 9- Create monthly training report 

10- Evaluate pre and after training assessment Progress 

11- Conduct Orientation Session for new staff 

12- Create and execute learning strategies and programs 

13- Design e-learning courses, workshops and other trainings 

14- Assess the success of development plans and help employees make the most of learning opportunities

 15- Track training budgets and negotiate contracts