The Learning & Development (L&D) Executive will plan, coordinate, and implement learning and training initiatives that build the capability of employees across the microfinance bank. The role supports onboarding, skills development, performance improvement, compliance training, and leadership development—ensuring training is aligned to business strategy, regulatory requirements, and measurable learning outcomes

Training Needs & Planning
Conduct Training Needs Assessments (TNAs) using performance data, feedback, audits, and business priorities.
Develop annual training plans and prioritize learning initiatives for operational, customer service, sales, and support functions.
Coordinate with department heads to ensure training supports organizational goals.
Design & Implementation of Learning Programs

Support the creation of training materials (e.g., facilitation guides, slide decks, job aids, e-learning content).
Deliver or coordinate delivery of learning sessions, workshops, and coaching programs.
Ensure training content is relevant to microfinance operations (e.g., credit processes, collections, customer onboarding, risk awareness.
Onboarding & Staff Capability Building

Support onboarding programs for new hires, including role-based training and orientation.
Create structured learning pathways for different job families (frontline staff, credit officers, operations, customer care, management).
Maintain training schedules and track completion for onboarding and ongoing development.
Learning Administration & Compliance

Maintain training records, attendance logs, assessments, and certification/credential tracking.
Ensure all mandatory trainings are completed within required timelines

Partner with compliance/risk/legal teams to ensure training accuracy and adherence to regulations.
Evaluation & Continuous Improvement

Measure effectiveness of training using feedback forms, assessments, and performance KPIs.
Produce periodic L&D reports (participation, completion, effectiveness, gaps, recommendations).
Continuously improve training delivery based on learner feedback, audit findings, and business outcomes.
Vendor & Resource Coordination.

Identify and coordinate external training vendors where required.
Support procurement processes and ensure quality and relevance of external training.
Manage training budgets in coordination with HR.
Knowledge Management.

Support development and maintenance of internal knowledge resources (SOP guides, training manuals, FAQs, case studies).

Promote best practices sharing across branches and teams.